human resources compensation analyst

City of Tustin

<div>
 <strong>
  Description
  <br/>
  <br/>
 </strong>
 <strong>
  <em>
   This recruitment will be used to fill two (2) vacancies.
   <br/>
   <br/>
  </em>
 </strong>
 <strong>
  Human Resources Analyst I - $40.67 - $54.76/hour
  <br/>
  <br/>
 </strong>
 <strong>
  Human Resources Analyst II - $46.45 - $62.53/hour
  <br/>
  <br/>
 </strong>
 <strong>
  The City of Tustin is seeking two (2) talented and motivated individuals to join our team as Human Resources Analysts I/II
 </strong>
 , a specialty assignment within the broad job classification of Management Analyst I/II. Positions may be filled at either level depending on the qualifications of the candidates.
 <br/>
 <br/>
 Human Resources Analysts serve as human resources generalists and support the day-to-day operations of the City's centralized Human Resources Department. Assignments will involve assisting with the administration of one or more of the department's programs, including recruitment and selection, employee relations, labor relations, benefits administration, leave administration, classification and compensation, organizational development and training, workers' compensation and safety, and/or general liability.
 <br/>
 <br/>
 The ideal candidates will have excellent oral and written communication skills, polished interpersonal skills, outstanding analytical and problem solving skills, a service orientation, a positive attitude, a sense of humor, and high ethical standards and integrity.
 <br/>
 <br/>
 <strong>
  The City
  <br/>
  <br/>
 </strong>
 Tustin is a vibrant and charming city nestled in the heart of Orange County. The City remains true to its quaint heritage while warmly welcoming neighbors and planning for purposeful growth in the future. Called home by a passionate and diverse community, Tustin is a place for all generations and every walk of life. Behind this beloved community, there is a team of practiced public servants who steward the City&rsquo;s future while maintaining its unique charm and rich history. By balancing the needs of today with optimism for tomorrow, the City of Tustin works to realize its vision of a safe, high-quality and thriving community.
 <br/>
 <br/>
 <strong>
  The Department
  <br/>
  <br/>
 </strong>
 The Human Resources Department is responsible for providing centralized human resources and risk management services for all of the City&rsquo;s departments and employees. Human Resources strives to partner with other City departments to attract, retain, and develop a high-performance workforce; provide professional guidance and exceptional customer service in all employment and risk management matters; promote principles of fairness and merit; and limit and mitigate the City&rsquo;s exposure to liability.
 <br/>
 <br/>
 <strong>
  Selection Process
  <br/>
  <br/>
 </strong>
 The first step in the selection process is a
 <strong>
  training and experience evaluation
 </strong>
 of each candidate based on the application materials submitted. Candidates who meet the minimum qualifications will be invited to participate in an
 <strong>
  online assessment of analytical skills (week of 12/8).
 </strong>
 Top scoring candidates will subsequently be invited to participate in a
 <strong>
  one way video interview (week of 12/15)
 </strong>
 and complete an
 <strong>
  online
 </strong>
 <strong>
  job suitability assessment (week of 12/15)
 </strong>
 . Candidates who are determined by subject matter experts to be the best qualified for these particular vacancies will be invited to a structured
 <strong>
  panel interview
 </strong>
 <strong>
  (week of 1/26)
 </strong>
 which will also include a brief
 <strong>
  written exercise.
 </strong>
 Finalists will participate in a
 <strong>
  departmental interview (week of 1/26 or 2/2)
 </strong>
 with the Director of Human Resources and the Human Resources Department staff. Dates are tentative and may change if necessary.
 <br/>
 <br/>
 All candidates who pass the panel interview will earn placement on the eligible list, which may be used for current and future vacancies in the job classification. We anticipate
 <strong>
  start dates
 </strong>
 for both positions in
 <strong>
  late March or early April 2026
 </strong>
 .
 <br/>
 <br/>
 <strong>
  Telecommuting
  <br/>
  <br/>
 </strong>
 After an initial onboarding period (typically 6&ndash;12 months) employees in these positions may request consideration for a hybrid telecommuting schedule, in accordance with the City&rsquo;s Telecommuting Policy and subject to operational needs at the discretion of the Director of Human Resources.
 <br/>
 <br/>
 Examples of Duties
 <br/>
 <br/>
 <em>
  Duties may include, but are not limited to, the following:
  <br/>
  <br/>
 </em>
 <ul>
  <li>
   Researches, analyzes and interprets data relating to departmental operations; conducts surveys; prepares related reports, including analysis of findings, alternative solutions, conclusions, and recommendations
  </li>
  <li>
   Conducts operational projects for assigned program areas; reviews and reports on project compliance with applicable laws and regulations; prepares and maintains records of project activity
  </li>
  <li>
   Provides advice and consultation in area of assignment to department management and other City staff
  </li>
  <li>
   Administers or implements one or more departmental services or programs
  </li>
  <li>
   Interprets and applies data, policies and procedures, laws, and regulations and explains them to the public and other employees; researches and responds to inquiries and citizen complaints regarding departmental operations and programs
  </li>
  <li>
   Administers and monitors professional services agreements and contracts for compliance with provisions
  </li>
  <li>
   Writes grant applications, monitors grant compliance activities, maintains related records and completes required reports
  </li>
  <li>
   Participates in budget development and administration; prepares assigned budgets; analyzes department budgets including the forecasting of additional funds needed for staffing, equipment, materials, and supplies; administers and monitors approved budgets
  </li>
  <li>
   Coordinates departmental projects, programs and studies with other City departments and external agencies and contractors; serves as departmental liaison
  </li>
  <li>
   Prepares a variety of technical staff reports, correspondence, and other written materials; develops charts, graphs, maps, spreadsheets, and presentations; presents findings and recommendations to management
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Minimum Qualifications
  <br/>
  <br/>
 </strong>
 <strong>
  For Knowledge, Skills and Abilities,
 </strong>
 <strong>
  CLICK HERE.
  <br/>
  <br/>
 </strong>
 <strong>
  Education And/or Experience
  <br/>
  <br/>
 </strong>
 <em>
  A combination of education, experience, and training that has provided the necessary knowledge, skills, and abilities is required for entry into the classification. A typical combination includes
 </em>
 :
 <br/>
 <br/>
 <strong>
  Human Resources Analyst I
  <br/>
  <br/>
 </strong>
 Bachelor&rsquo;s degree in human resources management, industrial/organizational psychology, public administration, business administration or a closely related field; and two (2) years of experience performing professional level work in human resources functions such as recruitment and selection, classification and compensation, benefits and leave administration, or employee/labor relations. Experience at a California public agency is desirable.
 <br/>
 <br/>
 <strong>
  Human Resources Analyst II
  <br/>
  <br/>
 </strong>
 Bachelor&rsquo;s degree in human resources management, industrial/organizational psychology, public administration, business administration or a closely related field and three (3) years of increasingly responsible experience performing professional level work in human resources functions such as recruitment and selection, classification and compensation, benefits and leave administration, or employee/labor relations. Experience at a California public agency is desirable.
 <br/>
 <br/>
 <strong>
  Licenses And/or Certificates
  <br/>
  <br/>
 </strong>
 Possession of a valid Class C California driver&rsquo;s license and an acceptable driving record.
 <br/>
 <br/>
 <strong>
  Special Requirements
  <br/>
  <br/>
 </strong>
 Satisfactory results from a background investigation, physical examination and administrative screening. May be required to occasionally work outside of regular work hours (e.g. evenings, holidays, and weekends) to attend meetings and work events.
 <br/>
 <br/>
 Working Conditions &amp; Physical Demands
 <br/>
 <br/>
 <strong>
  For Working Conditions and Physical Demands,
 </strong>
 <strong>
  CLICK HERE.
  <br/>
  <br/>
 </strong>
 <em>
  The City of Tustin is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities.
  <br/>
  <br/>
 </em>
 The City of Tustin offers a comprehensive compensation and benefit program that includes:
 <br/>
 <br/>
 <strong>
  FLEXIBLE BENEFIT PLAN
  <br/>
  <br/>
 </strong>
 The City provides a specific dollar amount to each employee to use toward the purchase of individual or family health coverage, dental plans, vision coverage, additional life insurance, deferred compensation, and other optional benefits. Currently, the flexible benefit amount for Employee + 2 is $2250.
 <br/>
 <br/>
 The City contracts through CalPERS medical program (PEMHCA) which offers multiple PPO and HMO options for health insurance providers. Employees also have the choice of Delta Dental PPO or HMO plans.
 <br/>
 <br/>
 <strong>
  RETIREMENT
  <br/>
  <br/>
 </strong>
 Employees will be enrolled in a defined benefit (pension) plan with the California Public Employees Retirement System (CalPERS). CalPERS determines the retirement plan in which a new employee will be enrolled based on the individual's membership status with CalPERS or a reciprocal retirement system on the individual's first day of employment with the City.
 <br/>
 <br/>
 Classic CalPERS members will be enrolled in the 2% @ 60 plan, with an employee contribution of 10% (pre-tax). New CalPERS members, as defined by the Public Employees' Pension Reform Act of 2013 ("PEPRA"), will be enrolled in the 2% @ 62 plan, with an employee contribution of 7.25% (pre-tax). The City does not participate in Social Security, though participation Medicare is mandatory (1.45% employee contribution).
 <br/>
 <br/>
 <strong>
  Deferred Compensation
  <br/>
  <br/>
 </strong>
 Employees who contribute to an IRC Section 457(b) deferred compensation account will receive a matching City contribution to an IRC Section 401(a) deferred compensation account, up to a maximum of two percent (2%) of the employee&rsquo;s base salary.
 <br/>
 <br/>
 <strong>
  GENERAL LEAVE
  <br/>
  <br/>
 </strong>
 General Leave may be used for vacation and/or illness. Annual accrual amounts increase from 160 to 248 with years of service.
 <br/>
 <br/>
 <strong>
  HOLIDAYS
  <br/>
  <br/>
 </strong>
 The City has 13 paid holidays per calendar year.
 <br/>
 <br/>
 <strong>
  LIFE INSURANCE
  <br/>
  <br/>
 </strong>
 Full-Time employees receive a $100,000 life insurance policy.
 <br/>
 <br/>
 <strong>
  LONG-TERM DISABILITY
  <br/>
  <br/>
 </strong>
 The Long-Term disability program provides 60% of the employees' income when the employee becomes disabled because of an illness, injury or accident.
 <br/>
 <br/>
 <strong>
  ALTERNATIVE WORK SCHEDULE
  <br/>
  <br/>
 </strong>
 The 9/80 alternative work schedule is available for most full-time positions.
 <br/>
 <br/>
 <strong>
  RETIREE HEALTH INSURANCE
  <br/>
  <br/>
 </strong>
 Employees who retire from the City of Tustin with ten (10) years of full-time service and continue enrollment in the City's health plan are eligible for reimbursement of $250 per month toward retiree health insurance costs. Employees first hired into a benefitted position with the City of Tustin prior to July 1, 2011 are eligible for this benefit after five (5) years of service.
 <br/>
 <br/>
 <strong>
  TUITION REIMBURSEMENT
  <br/>
  <br/>
 </strong>
 After passing the probationary period, employees may request reimbursement up to a maximum of $4000 per calendar year for tuition and related expenses when attending a community college or four year university.
 <br/>
 <br/>
 <strong>
  EMPLOYEE ASSISTANCE PROGRAM
  <br/>
  <br/>
 </strong>
 Employees are enrolled in an Employee Assistance Program that provides a variety of legal and counseling services.
 <br/>
 <br/>
 <strong>
  MEDICARE
  <br/>
  <br/>
 </strong>
 All newly hired employees contribute a portion of gross salary for Medicare coverage. The employee contribution to Medicare is 1.45%.
 <br/>
 <br/>
 <strong>
  SECTION 125 MEDICAL &amp; DEPENDENT CARE PROGRAM
  <br/>
  <br/>
 </strong>
 The section 125 program is optional for employees and provides a method to pay medical and dependent care expenses on a pre-tax basis.
</div>


Human Resources Analyst I/II (Management Analyst I/II)

Wellington Management

<div>
 <strong>
  About Us
  <br/>
  <br/>
 </strong>
 <strong>
  Wellington Management
 </strong>
 offers comprehensive investment management capabilities that span nearly all segments of the global capital markets. Our investment solutions, tailored to the unique return and risk objectives of institutional clients in more than 60 countries, draw on a robust body of proprietary research and a collaborative culture that encourages independent thought and healthy debate. As a private partnership, we believe our ownership structure fosters a long-term view that aligns our perspectives with those of our clients.
 <br/>
 <br/>
 <strong>
  About The Role
  <br/>
  <br/>
 </strong>
 We are seeking an HR Analyst to join the HR Business Partnering team supporting the Infrastructure Platform. The HR Analyst will work with the Human Resource Relationship Managers (HRRMs), managers and employees to provide HR strategy and support across the platform. The HR Analyst will have the opportunity to work across multiple HR areas including talent strategy, performance management and compensation, talent development, employee relations, culture and community, and diversity, equity and inclusion.
 <br/>
 <br/>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 This team provides high touch HR business partnership for an important part of the business. This is a terrific opportunity to develop and hone deep human resources skills and learn about the investment management business. This position is based in Boston. The HR Analyst will have the following responsibilities:
 <br/>
 <br/>
 <strong>
  Talent Strategy &amp; Strategic Projects
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Partner with HRRMs, Specialist teams across HR and Finance, managers and employees to lead our team&rsquo;s global and platform-wide collaboration of critical HR processes including the execution of performance management processes, culture and community initiatives, employee engagement analysis, compensation strategy, global relocation and immigration needs, talent development and skill-based development plans, diversity, equity and inclusion, and ad hoc questions.
  </li>
  <li>
   Act as project manager for strategic talent projects and initiatives
  </li>
  <li>
   Liaise with the Data Management and Talent Analytics team to drive data and analytical projects, reporting, and analysis. Focused on trend analysis and pattern recognition with attention to diversity, historical changes, recruitment practices, motivation, turnover, and compliance with employment laws and regulations.
  </li>
  <li>
   Support the programming, onboarding, and assimilation of new joiners and interns to ensure successful connectivity and engagement
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Growth and Development
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Staying intellectually curious and current on important HR topics for the business, both on an as needed basis for clients and for their own skill development as an HR practitioner is a critical skill. This may include reading HR publications, building HR certifications, learning new professional skills, and expanding knowledge on the asset management industry.
  </li>
  <li>
   Over time, it is expected there will be an opportunity to creatively expand the role to align with business needs.
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Requirements
  <br/>
  <br/>
 </strong>
 It is important that the ideal candidate is analytical, collaborative, an effective communicator, and intellectually curious. The desire to work independently and be resourceful to &lsquo;figure things out&rsquo; with sound judgement is an important part of joining this high functioning, supportive, global team. Additional qualifications include:
 <br/>
 <br/>
 <ul>
  <li>
   3+ years of experience in Human Resources / People experience required; Asset Management or Professional Services experience preferred
  </li>
  <li>
   Ability to handle a high paced environment, be flexible and prioritize multiple demands, have a strong work ethic
  </li>
  <li>
   Exceptional project and change management experience &ndash; results driven self-starter who can lead projects from inception through delivery
  </li>
  <li>
   Ability to build strong relationships and a proven track record of strong teamwork orientation and positively collaborating with key stakeholders
  </li>
  <li>
   Excellent communication, both written and verbal. Must be comfortable speaking up - ask good questions, drive clarity, and influence when necessary
  </li>
  <li>
   Creative and pragmatic problem solver with ability to frame issues, identify important points, synthesize, and draw conclusions
  </li>
  <li>
   Natural curiosity and desire to learn more about the investment management business
  </li>
  <li>
   High attention to detail, able to analyze large quantities of data and information to identify patterns and root causes
  </li>
  <li>
   Strong proficiency in Power Point, Excel, OneNote, Teams, and Workday is required
  </li>
  <li>
   Bachelor&rsquo;s degree required
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 Not sure you meet 100% of our qualifications? That&rsquo;s ok. If you believe that you could excel in this role, we encourage you to apply and welcome a chance to review your background. We are dedicated to building and maintaining a diversified workforce and considering a broad array of candidates with a variety of skill, workplace experiences, and backgrounds.
 <br/>
 <br/>
 <em>
  As an equal opportunity employer, Wellington Management ensures that all qualified applicants will receive equal consideration for employment without regard to
 </em>
 <em>
  race, color, sex, sexual orientation, gender identity, gender expression, religion, creed, national origin, age, ancestry, disability (physical or mental), medical condition, citizenship, marital status, pregnancy, veteran or military status, genetic information or any other characteristic protected by applicable law
 </em>
 <em>
  <em>
   .
  </em>
  If you are a candidate with a disability, or are assisting a candidate with a disability, and require an accommodation to apply for one of our jobs, please email us at GMWTalentOperations@wellington.com
 </em>
 <em>
  .
  <br/>
  <br/>
 </em>
 <strong>
  Benefits
  <br/>
  <br/>
 </strong>
 At Wellington Management, our approach to compensation is designed to help us attract, inspire and retain the best talent in our industry. We strive to pay employees fairly and competitively across all levels and roles. Our approach to compensation considers all aspects of total compensation; all employees are eligible to receive salary, variable compensation, and benefits. The base salary range for this position is:
 <br/>
 <br/>
 USD 80,000 - 150,000
 <br/>
 <br/>
 This range takes into account the wide range of factors that are considered when making compensation decisions, including but not limited to skill sets; role; skills and experience; certifications; and education. This range is an estimate, and further details on salary and total compensation aspects will be shared with candidates during the recruitment process.
 <br/>
 <br/>
 Base salary is only one component of Wellington&rsquo;s total compensation approach. Other rewards may include a discretionary Corporate Bonus and/ or Incentives, if eligible. In addition, we offer a comprehensive and high value benefit package to meet the unique needs of our employees and their families, and we are committed to fostering a flexible work environment that enables employees to thrive personally and professionally. Examples of our benefits include retirement plan, health and wellbeing, dental, vision, and pharmacy coverage, health savings account, flexible spending accounts and commuter program, employee assistance program, life and disability insurance, adoption assistance, back-up childcare, tuition/CFA reimbursement and paid time off (leave of absence, paid holidays, volunteer, sick and vacation time)
 <br/>
 <br/>
 We believe that in person interactions inspire and energize our community and are essential to our culture. In support of this commitment, our employees work from our offices 4 days a week with flexibility to work remotely 1 day a week. We believe that this approach ultimately supports our mission to deliver investment excellence to our clients and their beneficiaries over the long term.
</div>


Human Resources Analyst

SEPTA

<div></div><div><div><div><div><div>Category: Manager/Supervisor/Administrator
</div></div></div></div><div><div><div><div>Facility: SEPTA Headquarters
</div></div></div></div><div><div><div><div>City: Philadelphia
</div></div></div></div><div><div><div><div>Date: Nov 10, 2025
</div></div></div></div><div><div><div><div>Req ID: 7870<br>
</div></div></div></div><p></p><div><div><div><div><h1 class="jobSectionHeader"><b>Secure Your Future with SEPTA &ndash; A Leader in Transportation!</b></h1>
<p>
The <b>Southeastern Pennsylvania Transportation Authority (SEPTA) </b>is the <b>sixth-largest </b>transportation system in the U.S., connecting communities across a <b>2,200-square-mile service region</b>. SEPTA is <b>at the forefront of innovation </b>in the transit industry, ensuring reliable and efficient services while driving economic growth in the <b>Philadelphia region</b>.</p><br>
<p></p>
<p><b>
We are proud to be recognized as</b>:</p>
<p><b>
2023 FORBES Best in State Employer</b></p>
<p><b>
Philadelphia Employer of Choice for 2024</b></p><br>
<p></p>
<p>
We are seeking to hire a candidate for our Compensation Analyst (9060) People &amp; Culture.</p><br>
<p></p>
<p>
Opening Date: 11/10/2025</p>
<p>
Closing Date: 11/21/2025</p>
<p>
Job Grade: SAM 40</p>
<p>
Salary Range: $79,534.00-$99,424.00</p><div><div><div><h2 class="jobSectionHeader"><b>
OVERALL DESCRIPTION</b></h2>
</div><div><p>
The Compensation Analyst supports the design, analysis, and administration of SEPTA's compensation programs. This role is critical in ensuring that SEPTA's compensation plans are competitive, equitable, and aligned with the organization's goals. The Compensation Analyst will work closely with the Director, Compensation and other HR team members to evaluate jobs, conduct market research, and administer pay programs.</p>
</div></div><div><div><h2 class="jobSectionHeader"><b>
SPECIFIC RESPONSIBILITIES</b></h2>
</div><div><div><ul><li>Collects and analyzes compensation data to support the development and maintenance of SEPTA's salary structures and pay ranges.</li></ul>
<ul><li>Leads in evaluating job descriptions, determining appropriate job classifications, and recommending pay grades.</li></ul>
<ul><li>Participates in and analyzes salary surveys to benchmark company compensation practices against the market.</li></ul>
<ul><li>Leads the administration of merit increases, and other compensation programs, ensuring accuracy and compliance with company policies.</li></ul>
<ul><li>Ensures that compensation practices comply with all applicable legal requirements and organizational policies.</li></ul>
<ul><li>Prepares and distributes reports on compensation metrics, including salary ranges, pay equity, and market competitiveness.</li></ul>
<ul><li>Maintains and updates compensation-related data in the HRIS system, ensuring data integrity and accuracy.</li></ul>
<ul><li>Provides support to employees and managers on compensation-related queries and issues.</li></ul>
<ul><li>Identifies and recommends improvements to compensation processes and systems.</li></ul>
<ul><li>Develops and recommends competitive salary offers for new hires and internal transfers.</li></ul>
<ul><li>Participates in compensation-related projects, such as the implementation of new pay structures or incentive plans.</li></ul>
<ul><li>Oversees Performance Management process and associated salary actions to ensure conformity to policy.</li></ul>
<ul><li>Maintains performance evaluation records.</li></ul>
<ul><li>Performs other duties as assigned.</li></ul>
</div></div></div><div><div><h2 class="jobSectionHeader"><b>QUALIFICATIONS AND EXPERIENCE</b></h2>
</div><div><ul><li>Bachelor's Degree with five (5) years of progressively responsible experience working in a compensation, or similiar Data/Information Analysis related position required.</li>
<li>Technical knowledge of compensation practices and the Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA) and other related employment laws strongly preferred.</li>
<li>Must demonstrate excellent analytical skills utilizing Excel or similar programs costing out large-scale compensation proposals with exacting accuracy.</li>
<li>Experience with HRIS systems strongly preferred (SAP SuccessFactors Preferred).</li>
<li>Demonstrates a high level of personal integrity, professionalism and must possess the ability to maintain confidentiality.</li>
<li>Organizational ability to plan, formulate, and execute policies and practices.</li>
<li>Excellent verbal and written communication skills to deal effectively with employees at all levels.</li>
<li>Proven analytical ability to solve complex problems required.</li>
</ul></div></div><div><div><h2 class="jobSectionHeader"><b>IDEAL QUALIFICATIONS AND EXPERIENCE</b></h2>
</div><div><ul><li>Prior experience evaluating positions and administering performance reviews a plus.</li>
</ul></div></div></div><h2 class="jobSectionHeader"><b>Why Join Our Team? Enjoy Outstanding Benefits!</b></h2>
<p>
&#9989; Comprehensive Healthcare Coverage &ndash; Medical, prescription, dental, and vision plans with little to no employee premiums.</p>
<p>
&#9989; Retirement Security &ndash; Participate in a Defined Benefit Pension Plan and a 457B Deferred Compensation Plan to build your financial future.</p>
<p>
&#9989; Work-Life Balance &ndash; Enjoy paid parental leave, generous vacation time, and paid holidays to recharge and spend time with loved ones.</p>
<p>
&#9989; Employee Wellness &ndash; Access wellness programs and resources to support your physical, mental, and emotional well-being.</p>
<p>
&#9989; Invest in Your Growth &ndash; We offer tuition reimbursement to support your education and career advancement.</p>
<p>
&#9989; Student Loan Assistance &ndash; Our positions qualify for the Public Service Loan Forgiveness (PSLF) program, helping you manage and reduce student debt.</p>
<p>
&#9989; Free Travel Perks &ndash; Receive a FREE SEPTA Transportation Pass, giving you unlimited access to all SEPTA services!</p><br>
<p></p>
<h2 class="jobSectionHeader"><b>
Join us and take advantage of these incredible benefits while making a difference in your community!</b></h2>
<h2 class="jobSectionHeader"><b>Join the Best in Transit! Apply Today</b></h2>
<p>
 <b>Click Apply Now and take the next step in your engineering career with SEPTA!</b></p>
<p>
 <b>Have Questions? </b>For more information, please visit How We Hire Careers Page.</p>
<p>
 <b>SEPTA is an Equal Opportunity Employer.</b></p><br>
<p></p>
<p>
SEPTA is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.</p><br>
</div></div></div></div><p><br>
<b>Nearest Major Market: </b>Philadelphia</p></div>

Compensation Analyst (9060) People & Culture

Hoover City Schools

<p></p><div><p><b>JOB DESCRIPTION
</b></p><p><b>JOB TITLE: </b>Human Resources Analyst
<br>
<b>REPORTS TO: </b>Executive<b> </b>Directors of Human Resources
<br>
<b>JOB GOAL: </b>To assist with the smooth and efficient operation of the Human Resources Department so that the maximum positive impact on the educational system is realized</p>
<p><b>MINIMUM QUALIFICATIONS:
</b></p><ul><li>High school diploma or equivalent, Bachelor's degree preferred
</li><li>Knowledge of general office equipment, processes, and procedures
</li><li>Effective interpersonal skills, with an emphasis on communication and collaboration with a wide variety of people and groups
</li><li>Ability to work independently, prioritize tasks, and perform assignments as directed with accuracy, attention to detail, and within established time frames
</li><li>Ability to use technology to communicate, to manage data, and to produce/submit required reports, correspondence, and/or financial information
</li><li>Ability to deal with confidential and sensitive information in a professional manner</li>
<li>Physical strength, mobility, dexterity, stamina, and acuity to perform job responsibilities
</li><li>Ability to meet suitability criteria under the Alabama Child Protection Act of 1999 and Act No. 2002-457
</li><li>Such alternatives to the above qualifications as state, federal, and local law and the Board may require
</li></ul><p><b>DUTIES AND RESPONSIBILITIES:
</b></p><div><ul><li>Demonstrate support for the school system and its vision, mission, goals, and priorities
</li></ul><ul><li>Respond to inquiries and requests in a timely and positive manner; refer inquiries and requests as appropriate
</li></ul><ul><li>Provide clerical support as assigned
</li></ul><ul><li>Meet and assist visitors in a helpful, courteous, and professional manner
</li></ul><ul><li>Treat all information and knowledge about any program, project, or individual in the District setting with strict confidentiality; use discretion in all communication regarding employees and school matters
</li></ul><ul><li>Produce, record, and respond to, as directed, correspondence, research, reports, notices, recommendations, and materials needed for efficient office operations</li></ul>
<ul><li>Maintain accurate electronic and non-electronic filing systems of needed reports, minutes, correspondence, information, records, schedules, and data as directed
</li></ul><ul><li>Obtain, gather, organize, and prepare for presentation of pertinent data and information as needed
</li></ul><ul><li>Use office technology/software to complete job responsibilities as assigned
</li></ul><ul><li>Communicate effectively and engages in office communication processes using telephones, voice mail, electronic mail, postal and/or delivery services, and other means as directed
</li></ul><ul><li>Demonstrate general reliability in attendance, punctuality, and task performance
</li></ul><ul><li>Perform duties and represents the System in a courteous, positive, and professional manner
</li></ul><ul><li>Attend and participate in meetings as directed
</li></ul><ul><li>Demonstrate initiative in identifying opportunities for improvement in areas of responsibility
</li></ul><ul><li>Maintains and submit required reports, records, and correspondence in a timely and accurate manner
</li></ul><ul><li>Properly care for equipment and material resources of the school system
</li></ul><ul><li>Use effective collaboration skills to work as a productive team member
</li></ul><ul><li>Adhere to local Board policies, administrative procedures, and other like directives, as well as state, federal, and local laws
</li></ul><ul><li>Perform other job-related duties as assigned by Supervisor(s)
</li></ul></div><p></p><p>This job description describes the general nature and level of work performed by employees assigned to this position. It is not intended to be an exhaustive list of all job goals, qualifications, and responsibilities, and the employee may be required to perform other related duties as assigned. The Hoover City Board of Education reserves the right to amend the job description as needed.</p>
<p><i>Notice of Non-Discrimination: In compliance with federal law, our school district administers all education programs, employment activities and admissions without discrimination against any person on the basis of gender, race, color, religion, national origin, age, or disability.</i></p></div><p></p>

Alamo Group

<div><p>Alamo Group Inc. is accepting applications to fill an HR Generalist position for HRIS and Compensation at its Corporate Headquarters in Seguin, TX.
</p><p><b>Why Alamo Group?</b></p>
<p>
Founded in 1969, with its Corporate Headquarters in Seguin, TX, and 32 manufacturing locations in the U.S., Canada, England, France, The Netherlands, Australia, and Brazil, Alamo Group Inc. has been a leader in the design, manufacture, distribution, and service of high quality equipment for infrastructure maintenance, agriculture, and other applications. Seguin is located in South Central Texas along the Guadalupe River, a short distance from San Antonio, TX (25 miles), Austin, TX (50 miles), and many other small/mid-sized cities that offer a unique blend of cultural, entertainment, educational, and recreational activities.
</p><p>Alamo Group offers competitive pay and a wide range of employee benefits including:</p>
<ul>
<li>Medical, Dental, and Vision Coverage (on the first day of employment)</li>
<li>401(k) Retirement Savings Program with a Company Match (on the first day of employment)</li>
<li>Profit Sharing Bonus</li>
<li>Paid Vacation, Sick Leave, and Holidays</li>
<li>Company Paid Short and Long-Term Disability Programs</li>
<li>Wellness Programs</li>
<li>Employee Assistance Programs</li>
<li>Training and Develop Programs through the Alamo Group Learning &amp; Development Academy</li>
<li>Employee Tuition Reimbursement and Dependent Scholarship Programs</li>
<li>And much more!</li>
</ul>
<p>Follow us on LinkedIn
</p>Requirements:
<p>Alamo Group Inc. is accepting applications to fill an <b>HR Generalist</b> position for <b>HRIS and Compensation</b> at its Corporate Headquarters in Seguin, TX.
</p><p>The HR Generalist &ndash; Centers of Excellence (HCM &amp; Compensation) plays a critical support role in delivering effective, data-driven human capital strategies and compensation solutions across the organization. Reporting to the HR Manager for HCM and Compensation, this position collaborates closely with HR Business Partners, Payroll, Talent Acquisition, and HRIS to ensure smooth operations and continuous improvement of Human Capital Management (HCM) systems and compensation programs. This is an ideal opportunity for a well-rounded HR professional with a passion for systems, process optimization, and equitable rewards.</p>
<p><b>
The HR Generalist will:</b></p>
<ul><li>Collaborate with local HR professionals and managers to maintain, audit and update employee records in the HCM system; including, but not limited to historical edits and employee pay, supervisor, department, job title, and status changes.</li></ul>
<ul><li>Partner with the HR Manager in the day-to-day administration of the HCM platform, ensuring data integrity, timely updates, and end user support.</li></ul>
<ul><li>Work with cross-functional teams to align HR strategies with business goals and objectives, and provide timely, solutions-focused support regarding HCM and compensation related programs.</li></ul>
<ul><li>Facilitate the employee changes approval documentation process and/or monitor workflow approvals to ensure the integrity of the company's internal controls.</li></ul>
<ul><li>Troubleshoot HCM issues and liaise with internal stakeholders and vendors as needed.</li></ul>
<ul><li>Maintain compensation data, structures, and tools in alignment with HCM systems and HR policies.</li></ul>
<ul><li>Deliver HCM employee, manager, and practitioner training, and author and maintain a library of Self-Service instructions and quick reference guides.</li></ul>
<ul><li>Participate in CoE-led projects and company-wide change management initiatives.</li></ul>
<ul><li>Support HR system upgrades, testing, documentation, integration and rollout of new HCM functionalities, working with IT, third-party vendors, and end users to ensure smooth transitions.</li></ul>
<ul><li>Facilitate the Company's compensation benchmarking process and conduct market research to ensure the company's pay structures remain competitive.</li></ul>
<ul><li>Analyze internal compensation levels and market benchmarks to help ensure internal equity and external competitiveness, and assist the HR Manager with Pay Equity studies and analysis.</li></ul>
<ul><li>Generate routine and ad-hoc reports to support HR analytics, compliance, and business decisions.</li></ul>
<ul><li>May collaborate with HR operations and payroll to batch update bonus and commission payments into the HCM and Payroll systems.</li></ul>
<ul><li>May assist with company-wide recruitment efforts and benefits administration activities as necessary.</li></ul>
<ul><li>May develop and propose improvements to programs and procedures to improve the effectiveness of human resources operations.</li></ul>
<ul><li>Other duties as assigned.</li></ul>
<p><b>The ideal candidate will have/be:</b></p>
<ul><li>Knowledge of applicable laws, regulations, and agency rules pertaining to human resources management, Fair Labor Standards Act, and Data Retention.</li></ul>
<ul><li>Strong knowledge in large complex HCM systems (e.g., ADP, Workday, Oracle, SAP SuccessFactors, UKG); comfortable with system configurations, reporting, and troubleshooting.</li></ul>
<ul><li>Strong quantitative and analytical skills with the ability to interpret and synthesize HR data to inform decisions.</li></ul>
<ul><li>Understanding of compensation principles, including salary structures, incentive plans, and compensation benchmarking.</li></ul>
<ul><li>Strong troubleshooting and problem-solving skills, particularly in resolving HRIS-related issues or discrepancies in compensation data.</li></ul>
<ul><li>Able to manage multiple tasks and projects simultaneously, with a focus on detail and meeting deadlines.</li></ul>
<ul><li>Demonstrated capability to communicate effectively, both verbally, in writing and electronically, with the ability to formulate and deliver ideas and material in a clear and concise manner.</li></ul>
<ul><li>Able to build and foster effective business relationships with executives, managers, employees, vendors, and other internal and external customers/clients.</li></ul>
<ul><li>Able to foster an environment where people will be motivated to work as a team and perform at their highest potential.</li></ul>
<ul><li>Able to effectively explain and transfer knowledge to other members of the HR staff, employees, and managers.</li></ul>
<ul><li>Able to make timely and effective decisions and produce results through effective management of individual and team priorities and goals.</li></ul>
<ul><li>Skilled and proficient with the use of personal computers, Microsoft Office, and mainstream office software, to include advanced capabilities with Excel.</li></ul>
<ul><li>Able to identify inefficiencies and recommend process improvements in HRIS and compensation practices.</li></ul>
<ul><li>Able to quickly learn new HR technologies and adapt to changes in HR programs or systems.</li></ul>
<ul><li>Able to work irregular and/or extended hours including weekends and holidays as needed to meet human resources objectives, to travel approximately 10% including overnight, and occasionally on short notice.</li></ul>
<ul><li>Able to handle sensitive employee data with confidentiality and discretion.</li></ul>
<ul><li>Demonstrated ability to exhibit and model <b>Alamo Group's Core Competencies:</b>
</li><li><b>Leading Change / Change Management:</b> Ability to drive improvement of team, division, and corporate goals and objectives through people. Ability to balance change and continually strive to improve business performance.</li></ul>
<ul><li><b>Leading People / Teamwork:</b> Ability to design and implement strategies which maximize employees' potential and foster high ethical standards in meeting the team, division, and corporate objectives.</li></ul>
<ul><li><b>Communication: </b>Ability to explain, advocate, and express facts and ideas in a convincing manner, and negotiate with individuals and groups internally and externally. The ability to develop internal and external networks and identify the issues that impact the work of the organization.</li></ul>
<ul><li><b>Business Acumen:</b> Understands and interprets business financials and metrics and utilizes latest business strategies. Focuses on outcomes and creates opportunities for success. Acquires and utilizes human, financial, material and information resources effectively.</li></ul>
<ul><li><b>Results Driven: </b>Ability to make timely and effective decisions and produce results through planning and the implementation and evaluation of business metrics, systems, policies, policies, and program; stressing accountability and continuous improvement.</li></ul>
<p><b>Education and Experience:</b></p>
<ul>
<li>Bachelor's degree in human resources, business, management or related field with 3-5 years of progressive human resources experience and a deep understanding or experience with the management of HR Information or Human Capital Management systems and compensation programs is required; or combination of education and experience.</li>
<li>PHR or SHRM-CP certification is highly-desired.
</li><li>Experience in a manufacturing company with multi-state and multi-country operations is preferred.</li>
<li>Experience in a Centers of Excellence (CoE) environment and Shared Services is a plus.</li>
</ul>
<p><b>Working Conditions:</b></p>
<p>
Primarily in an office environment indoors with frequent sitting for extended periods of time and occasional walking in and around a metal manufacturing plant. Occasional lifting, pushing or pulling of 10 pounds in the performance of administrative responsibilities.</p><br>
<br>
Compensation: 60-75k</div>

HR Generalist - HRIS and Compensation

Abbott

<div><p><b>Primary Job Function</b></p><ul><li>
The role is a part of the C&amp;B India team and will have the responsibility of managing the compensation and benefits related activities for the organization</li><li>
This role will independently manage compensation consulting for the specific EPD businesses in India, manage Compensation and Benefits benchmark studies along with Projects</li></ul><p><b>
Core Job Responsibilities</b></p><ul><li><b>
C&amp;B</b> <b>Consulting:</b> Provide regular compensation and benefits consulting support to defined businesses to ensure that all decisions and actions related to C&amp;B are in line with Abbott philosophy and guidelines. Provide recommendations and support decision making for various pay actions (job offers, promotions, equity increases, bonus buyouts, etc.) by utilizing survey sources, market references, internal equity, and other data as appropriate</li><li><b>
System Management:</b> Would be required to get equipped with the navigation on all the Compensation and Benefits relates system. The complete responsibility of tracking the compensation related actions and running the required audits would be a part of the responsibility.</li><li><b>
Global Mobility:</b> Would be responsible for creation a SOP on the process of global mobility and managing the entire end to end coordination associated with inbound and outbound employee movement. This would include coordination with concerned stakeholders</li><li><b>
Annual</b> <b>Merit</b> <b>Increase:</b> Manage annual merit process for India including design and implementation of guidelines, ensuring system configuration and governance (Workday), merit reporting and other activities as required. Preparation of Taxonomy to provide in depth merit analysis to business</li><li><b>
Job</b> <b>Evaluation:</b> Manage job evaluation requests from business for new / existing positions and recommend salary grades as appropriate. Support business and myHR in ensuring correct grade fitment for roles</li><li><b>
Compensation</b> <b>Benchmarking:</b> Support in compensation benchmarking exercise across Abbott in line with local/ global contract and utilize the same to create grade-wise / role-wise pay ranges, provide market insights and analytical support to business for decision making etc.</li><li><b>
C&amp;B</b> <b>Initiatives</b> <b>&amp;</b> <b>Projects:</b> Manages special compensation and benefits projects including re-organizations, government-mandated changes, etc.</li></ul><p><b>
Supervisory/Management Responsibilities</b></p><ul><li>
Individual Contributor</li></ul><p><b>
Position Accountability / Scope</b></p><ul><li>
The role reports to the Head, Compensation and Benefits, EPD India</li></ul><p><b>
Minimum Education</b></p><ul><li>
The role requires an MBA from a good college with a specialization in HR. Additional qualifications related to C&amp;B are desirable</li></ul><p><b>
Minimum Experience/Training Required</b></p><ul><li>
3 - 4 years of experience as Human Resources professional with minimum of 2 years in Comp role</li><li>
Knowledge of fundamental aspects of compensation (base pay, long-term incentive programs, annual incentive programs etc.)</li><li>
Should have worked with reputed Indian/Multinational organizations/HR consulting organizations</li></ul></div><p></p>

Manager Compensation and Benefits

UAB Medicine

<div><h2 class="jobSectionHeader"><b>Position Overview</b></h2><p><b>
Pay range:</b> $63,875 - $103,800 / year</p><p><b>
Benefits and perks available for eligible positions include:</b> robust educational assistance programs, generous paid time off, employee assistance and wellness programs, paid parental leave, qualifying employer for the Public Service Loan Forgiveness (PSLF) Program, plus more.</p><h2 class="jobSectionHeader"><b>
Job Description</b></h2><p>
To work in a team environment and maintain subject matter expertise in the areas of labor market research, total compensation, compensation structures, job classification, compensation information technology and/or Department of Labor (DOL) compliance. To maintain a strategic and collaborative partnership with assigned clients in the functional areas of academics, research, medicine and/or support services. To act as a major contributor or leader of major compensation projects and/or initiatives.</p><p>
Key Duties &amp; Responsibilities:</p><p>
1. Provides guidance to assigned clients on pay decisions, policy interpretation, job evaluation processes and job description development.</p><p>
2. Participates in and gathers data from specialized or complex job market-based compensation surveys.</p><p>
3. Uses spreadsheet and data analysis techniques to assist in decision cost estimates, creating decision scenarios, reviewing job and employee equity and depicting job market trends.</p><p>
4. Assists assigned clients in developing compensation and reward strategies that attract and retain talent.</p><p>
5. Performs general and complex internal compensation reviews based on market-specific benchmarking to ensure internal equity and market competitiveness.</p><p>
6. Designs creative solutions to specific compensation-related programs and initiatives.</p><p>
7. Acts as a major contributor or leader of major compensation projects or initiatives.</p><p>
8. Manages the administration of HR processes, actions and procedures for assigned clients and major compensation projects and/or initiatives.</p><p>
9. Performs other duties as assigned.</p><h2 class="jobSectionHeader"><b>
Qualifications</b></h2><p>
Bachelor's degree in Human Resources, Business, Finance or a related field and five (5) years of related experience required. Work experience may NOT substitute for education requirement.</p><p>
Preferred: Compensation Experience in a health care setting. Certification such as PHR, SPHR, SHRM-CP, SHRM-SCP</p><h2 class="jobSectionHeader"><b>
Why Work at UAB Medicine</b></h2><p>
We are UAB Medicine, Alabama&rsquo;s largest and most comprehensive health system, recognized nationally for delivering world-class patient care, pioneering research, and cutting-edge medical education. We proudly serve more than 1.1 million patients each year &ndash; from every county in Alabama, all 50 states, and many countries around the world. Our network spans numerous hospitals, emergency departments, more than 67 other sites of care, and a team of over 2,200 physicians. Our key facilities include UAB Hospital &ndash; ranked the No. 1 hospital in Alabama by <i>U.S. News &amp; World Report</i> and home to the state&rsquo;s only ACS-verified Level I adult trauma center and Magnet-designated hospital &ndash; along with UAB Hospital-Callahan Eye and five UAB St. Vincent&rsquo;s hospitals serving central Alabama.</p><p>
UAB Medicine offers careers across a wide range of practice environments, from our internationally renowned academic medical center and award-winning community hospitals to our primary and specialty care clinics across the state. Whether you&rsquo;re seeking the fast-paced learning environment of a tertiary care setting or the close-knit environment of a community facility, there&rsquo;s a place for you on our team where you can become part of a mission-driven organization committed to delivering life-changing care. With nearly every medical specialty represented and unlimited opportunities for growth, you&rsquo;ll find the right fit for your skills and career goals. We care for you by offering comprehensive, industry-leading benefit packages to support the individual preferences and circumstances of our diverse staff.</p></div>

Sr. Compensation Analyst - UAB Medicine Human Resources

Search 10000+ Human resources compensation analyst jobs near you this November. New roles added regularly across leading industries. Apply today.

10000 human resources compensation analyst jobs NEAR_ME

Human Resources Analyst I/II (Management Analyst I/II)

Human Resources Analyst

Compensation Analyst (9060) People & Culture

Human Resources Analyst

HR Generalist - HRIS and Compensation

Manager Compensation and Benefits

Sr. Compensation Analyst - UAB Medicine Human Resources