Below are the 5 Compensation Managers and 6 Compensation Analysts with multiple industries & systems expertise.  The Thor Group® provides compensation managers and analysts with your industry and systems experience on a consulting, contracting or direct hire basis.

Would hiring a compensation manager with experience working in business supplies equipment, banking and media industries help meet the needs of your organization? Educational attainment is composed of Bachelor of Science in Business Administration. Technical skills consist of Ceridian Dayforce HRIS.

Acting as a compensation director in a business supplies equipment company, served as Project Manager for implementation of Ceridian Dayforce HRIS, including leading core team on updating policy and procedure, data mapping, system configuration, system testing and payroll/time and attendance go live for 2,100 employees. This professional oversaw payroll function, including onboarding of new Payroll Manager, two legacy payroll systems prior to Ceridian Dayforce implementation, resolution on multiple payroll tax issues resulting from acquisition and leading US sites through a pay period harmonization. Also, oversaw benefits function, including onboarding of new Benefits Manager, drastic overhaul of plan administration, full audit of all benefits enrollment including substantial corrections with carriers, merger of defined benefits plans and roll out of new wellness initiative.

While working for a bank as a compensation manager, managed the bank’s compensation, recruitment and payroll functions, including three direct and nine indirect reports. Part of the job was to manage annual Bank compensation budget in partnership with head of Accounting and Finance, Chief Administration Officer and all other members of executive management team. Additionally, managed non-executive merit, bonus, promotion and equity grant cycles as well as provided support and guidance to executive management team throughout the process. Furthermore, provided on-going management of officer and non-officer level compensation, including but not limited to job description preparation, FLSA analysis, market analysis, benchmarking, survey participation and compensation approvals for new hires or existing employee adjustments.

Would a detail-oriented compensation manager with experience working in education, pharmaceutical and chemical industries fit in your organization? Educational attainment is composed of Associate of Arts in Liberal Arts and Bachelor of Science in Interdisciplinary Studies (Cum Laude). Experienced with the following systems: Oracle HR, PeopleSoft HCM, MarketPay, OnBase (ECM) and PeopleAdmin. Professional memberships include OHUG-Oracle HCM Users Group (Network of Oracle HCM users and leaders).

Some accomplishments included extensive collaboration with multiple Oracle consultants over a 3-year span period to determine best practices and document business processes; participated in extensive troubleshooting and testing with various modules in UAT/TEST environment. As a compensation manager in an education institution, responsible for the effective administration of existing compensation policies, guidelines, procedures as well as recommendations for plan revisions and implementation of new programs for multi-site organization with approximately 5,500 FTEs. In addition, led a team of talented compensation and position management analysts with a team-oriented and hands-on approach to drive best practices and tackle heavy workloads while working within tight deadlines.

Shared expertise by serving as designated “super user” and subject matter expert for PeopleSoft 9.1 HCM Core. Other duties were maintaining various tables, assisting end users with troubleshooting and correcting history as needed.

Would a detail-oriented compensation manager with experience working in financial services, insurance and pharmaceutical industries fit in your organization? Educational attainment is composed of Master of Business Administration Program (Management concentration) as well as Psychology major (Industrial/Organizational concentration; Human Resources Management minor). Computer skills involve Workday, PeopleSoft, Business Objects and UBS OneSource. This global compensation, analytics and HRIS manager has experience in management of staff, data and processes on behalf of a global enterprise.

Some accomplishments included assisting in conversion of data, processes and feeds from former vendors to Workday HRIS. Serving as compensation manager in a financial services company, managed year end compensation process, including liaising with HR and compensation managers on target data as well as recommendations for base salaries, short-term/ long-term incentives, audits of data, organization of communication of decisions to employees and the update of data to HR or payroll systems. Also, collaborated with accounting, finance and legal to prepare executive compensation information for the annual report, proxy statement and other regulatory filings.

While in another job, shared expertise by creating process for international year-end compensation planning including development of planning templates and databases, audits, total comp statements and load files for payroll. Part of the job as a senior compensation consultant in an insurance company was to maintain compensation target range templates in domestic year end planning system. Furthermore, did Ad hoc reporting out of various HR systems including PeopleSoft, Fidelity and internal domestic comp planning system.

Would it be beneficial for your organization to employ a compensation manager with experience working in education, maintenance products and in-flight services industries? Computer knowledge consists of Oracle HR, Lawson 8.03, and PeopleSoft 7.65. Educational background is composed of Bachelor of Business Administration and Masters of Liberal Studies. Professional certifications involve Certified Compensation Professional and Certified Benefits Professional certifications.

Serving in the maintenance products industry as a compensation manager, made recommendations and administered Sales Compensation programs; worked on cross-organizational teams to drive major initiatives such as Associate survey, Associate Handbook and Policy Manual as well as Oracle HRIS testing. This specialist developed, implemented and maintained successful compensation strategies and programs, as well as created and solicited RFI and RFPs. Some of the tasks were partnering with the Company Controller on 409A deferred compensation arrangements for Executives.

As a compensation manager in the in-flight service industry, managed the officer budget; administered the Deferred Compensation (NQDC) program for Vice President level and above, as well as administered the executive new hire, transfer and separation processes. Furthermore, oversaw the successful execution of all aspects of Base Pay Administration for the Americas position leveling, merit and incentive programs, salary structures, market analysis, and auditing compensation transactions.

Could the future success of your organization be helped by this compensation managing director with work experience in a nonprofit organization management, IT services, utilities and airline/aviation industries? Educational background is composed of BA Political Science. Software knowledge consists of Ceridian HRIS, PeopleSoft, UltiPro, SuccessFactors Performance Management and Compensation Modules as well as Kronos Timekeeping System.

Contributed to the organization’s success by administering and maintaining HRIS (Ceridian) for the organization. Serving as a compensation managing director in a nonprofit organization management company, managed performance management system (SuccessFactors), including developing further automation of data interface. Part of the job was to manage compensation processes, including merit process for entire organization, as well as manage team of 5 employees responsible for conducting analysis and administration in the areas of compensation, HRIS, and benefits. Additionally, managed full suite of benefit programs for an 850-employee organization, including medical, dental, vision, life, disability and wellness programs.

Supported organizational goals and objectives by managing team of 2 employees responsible for conducting analysis and administration in the areas of compensation, HRIS, and benefits. While employed in an information technology and services company as a director of compensation and benefits, administered and maintained HRIS (ADP) for the organization. In addition, managed benefit programs for a 500-employee organization, including medical, dental, vision, life, disability and wellness programs. Furthermore, merged 401k plan from acquired organization into current plan.

Would a detail-oriented compensation analyst with work experience in biotechnology, commercial services and security systems industries fit in your organization? Technical skills involve SAP and Workday.

Some accomplishments included performing mass pay changes in SAP and auditing affected Infotypes to ensure proper payments with no negative impacts. Serving in a biotech and pharma company as a global HR operations compensation analyst, effectively inputted and researched Infotypes in SAP to research errors and review history, as well as worked with Total Rewards partners on updating the Global Job Catalog to update job ID eligibility for various countries. Also, updated impacted eligibility rules in Workday on employees, as well as received cases via MURI and Remedy. Other duties were performing Year End Compensation activities in Workday such as reassigning comp planning tasks, auditing/identifying incorrect Merit, Bonus and Stock eligibility for employees, as well as working with Total Rewards Partners for corrections.

Shared expertise by coordinating and informing HR personnel, including EMEA HR System owners, to ensure employee data was correct in different HR based systems. Acting as a coordinator and data analyst in a commercial services company, uploaded HR data from multiple HR Systems into a main database. Furthermore, researched and assisted in fixing upload errors from the different HR System owners.

Would it be beneficial for your organization to employ a compensation analyst with experience working in pharmaceutical, forest/paper products and landscape services industries? Educational attainment is composed of Business Management. Professional certifications include Project Management and Master of Customer Service Certificates and Certified ELI Instructor certification. Technical skills involve SAP R3 & SAP 4.6B, Clarify 7.0, Kronos, Impromptu (Cognos) and ADP.

Serving in a pharmaceutical company as a compensation analyst, served as key US HR business lead for SAP OM and PA Global implementations. Some of the tasks were implementing common global data set model from three SAP systems to one for 13 countries, as well as working with Global project team to implement SAP’s standard Employee Compensation Management Tool. Part of the job was to transition SAP work centers from one SAP system to another, eliminating redundancies and non-business critical processes. In addition, analyzed HAY & SIRS survey results to recommend competitive market-based pay lines for each business using agreed market segments.

In support of a paper products company, designed a web-based SAP HR Self-Service application used by over 1700 HR/Payroll professionals resulting in the elimination of paper based processing, reduction of data entry errors and reduction in overall transaction processing time by 60%. Furthermore, provided first level SAP HR system support to HR managers on organizational structure issues for over 60,000 employees including positions, jobs, organizational units and cost allocation.

Could your organization use an executive compensation analyst who is experienced in real estate, retail and resort industries, as well as proficient in Kronos HR? Technical proficiencies cover Kronos HR. Educational attainment includes Masters of Professional Studies Strategic Human Resources Management and Development as well as Bachelor of Science, Minor in Psychology. This individual obtained a PHR Certification.

Primary tasks of this executive compensation analyst included tracking vesting schedules and changes for all grants, stock options and project bonuses, as well as handling market pricing and evaluation. This individual researched benchmark salary data for all executive positions to ensure the organization’s pay practices were competitive and consistent with the external market. Researched and prepared recommendations for Executive teams regarding competitive wages for new and existing positions. Transferring all communicated dates and information from Outlook into Kronos for LOA, FMLA and STD tracking was also handled. Participating in accumulative calculations, spreadsheets and graphs for company threshold, target and maximum concerning top executives for the annual proxy was one of the key roles. Skills brought to the table involved calculating, auditing and communicating total Cash compensation for each executive Member. This information included annual merit increases and project bonuses.

Contributions involved serving as compensation project lead for compliance auditing and large scale projects concerning OFCCP, affirmative Action, minimum wage, tip Credit and FLSA, in addition to collaborating with location HR regarding resolutions, research and adjustments. Aside from reviewing new plans and revising old plans to ensure legal compliance, complex sales plan payouts and archives were calculated and managed for over 200 employee incentive plans.

Would it be beneficial for your organization to employ a compensation and benefits manager/analyst with experience working in a general hospital and a medical center? Educational qualifications are composed of Bachelor of Science in Business Administration and Executive Master of Business Administration. Professional certifications involve Senior Professional in Human Resources (SPHR) certification. Technical knowledge consists of ADP, UltiPro and Kronos.

Serving in a medical center as a compensation and benefits manager, acted as facility subject matter expert of compensation and benefits as well as conducted employee meetings to inform staff of new and changed benefits including updated compensation structure. This professional researched and validated market matches, advised managers and directors on all facets of Human Resources, and collaborated with executive team on Human Resources strategy. Some of the tasks were spearheading Kronos configuration/relaunch with new job, position, and pay grades, reconfiguring system which included functional trees and configuring benefits plans in Kronos HRIS.

As a vice president of human resources in a general hospital, implemented software solutions such as ADP Workforce to revamp hiring process and reduce turnover as well as instituted best practices including universal background checks and reference checking. This specialist managed client portfolios which included assets such as stocks, bonds, bank accounts, and property as well as guided financial decision-making process for top clients.

Is impacting your organization with a compensation analyst who worked in communications, retail and banking industries a current business consideration? This Associate degree holder’s technology skills consist of SAP HRIS, Workday, Ceridian, Cognos, PeopleSoft, SuccessFactors, ADP and Ultimate Software (UltiPro).

While employed in a compensation analyst, with SAP in a communications/media company, managed and communicated short-term, long-term incentive and executive long-term incentive plans. Also, managed 43 different sales commission plans (plan distributions and monthly/quarterly commission calculations). Some of the tasks were acting as liaison with IT in developing new compensation systems (i.e. commission tracking system, job description library, and personnel change request system). Furthermore, managed the entire process for two separate annual merit increase programs (sales, non-sales), as well as conducted and participated in U.S. compensation surveys. Proficient with multiple HRIS (i.e. ADP, Ultimate Software, and SAP).

Part of the job in a retail company was to assist IT with the history data conversion from PeopleSoft to SAP HRIS. Other duties were processing nonqualified pension and deferred compensation installment payments. In addition, carried out vendor management for 401(k), nonqualified pension and nonqualified deferred compensation plans. Additional responsibilities were processing all vendor invoices (i.e. fully insured medical plans, dental, vision, life and disability).

Is impacting your organization with a compensation specialist with extensive experience in compensation analysis for executive/non-executive employees a current business consideration? Technical skills are composed of ADP, Access, Word, Power Point, Excel, Ceridian, PeopleSoft, Crystal Reports, Outlook, Hay PayNet, Mercer PayMonitor, Towers Watson CompSource and more.

While employed in a medical devices company as a compensation analyst, utilizing ADP Enterprise V4 system for HRIS data was one of the primary responsibilities. Conducting a market analysis review for the sales VPs, sales directors and regional sales managers’ positions was also a key task accomplished. Other duties involved reviewing, market pricing and re-evaluating marketing positions to realign due to multiple company acquisitions.

As a compensation analyst for an IT services and computer repair company, serving as a team member for HRIS (ADP) data conversion, as well as auditing data within Oracle were some of the main duties performed. Additional responsibilities involved auditing employee benefits data during open enrollment for accuracy for the new benefits system, as well as creating job descriptions as a result of an acquisition. Furthermore, this analyst created ad-hoc HRIS reports for HR and finance department.