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

How can a compensation manager who worked in professional services, software and security systems industries help your organization? Educational attainment is composed of BSBA. Software knowledge consists of Oracle HR, Salesforce and SharePoint.

Working with challenging issues such as performing Oracle data accuracy audits for 800+ sales participants to ensure correct performance analysis have vetted this specialist’s work experience. While working in a professional network as a sr. sales compensation manager, managed sales role compensation leveling to maintain market competitiveness through Radford, Croner’s and private Sales Compensation Consultant Surveys. Some of the tasks were collaborating with HR Total Rewards organization to ensure process and policy consistency. This individual was the Sales advocate on compensation related issues. In addition, participated in Radford sales compensation survey to ensure accurate job matching / leveling and overall consistency globally.

With a “can do approach” in the area of planning annual Channel Sales incentive compensation plans for 200+ participants have been career objectives. As a sr. sales compensation manager in a software data storage technology company, worked closely with HR and Sales Management setting competitive compensation strategy within defined markets to drive goals and objectives. Furthermore, managed commission expense budget compared to actual results for financial planning.

Is impacting your organization with a compensation manager who worked in construction, biotechnology and IT services industries a current business consideration? Educational attainment is composed of Associates of Applied Science. Professional certifications involve Certified Payroll Professional. Technical expertise consists of Ceridian HR, PeopleSoft, Workday, Paychex, ADP WFN and other ADP Payroll Modules, as well as Crystal Reports.

While employed in a construction company as a compensation manager, part of the job was to oversee daily administration of semi-monthly payroll processing via ADP Pay eXpert Payroll Software and Ceridian HR/Payroll. This professional managed administration of stock options and restricted stock for employees via Equity Edge Software, as well as managed and processed executive compensation packages which consisted of Non-Qualified Deferred Compensation, ESPP Plan, and Hedge Funds. In addition, did salary forecasting, as well as managed and tracked companies’ PTO plan, employee performance training, assisted with hiring and termination process, including new hire orientation, exit interviews, new hire and termination packets.

Part of the job as a compensation manager in a biotechnology company was to be responsible for managing all payroll operations for the company including leading and executing end to end payroll duties, associated payroll tax compliance for federal and various state jurisdictions, SOX controls compliance requirements, project code time keeping, management reporting and monthly closing of payroll into General Ledger with a balanced hand on approach. Also, a strong driver of key strategic projects and initiatives with emphasis on Workday implementation. Additionally, partnered with and supported internal and external users and executive management in issue resolution and the development of new process and technical solutions. Furthermore, provided key support on business sponsored strategic initiatives to meet VP of HR and Head of Finance and Infrastructure goals with a strong focus on customer requirements.

Would hiring a compensation manager with experience working in education, retail and information security industries help meet the needs of your organization? Educational attainment is composed of Bachelor of Arts in Human Services. Computer skills involve Oracle HR, Lawson, PeopleSoft, SAP and Lotus SmartSuite. Professional certifications include SPHR Certification, INS Certification and Certificate in Salary Administration.

Acting as a compensation manager, managed HR classification, compensation and Oracle data entry responsibility. Part of the job was to be responsible for all new job descriptions, reclassification of current positions, desk audits, equity analysis, surveys, creation of new positions, position control, compensation presentation, and all data entry into Oracle. In addition, represented a State Department of Education, Compensation and Classification, for all grievance procedures with the Adjutant Judge.

While working for a retail company as a manager of compensation, managed the strategy, administration, development and direction of the organization’s US compensation programs: fixed (base pay); variable pay (incentive plans); executive compensation/retirement (SRAP) and alternative reward mechanisms. Some of the tasks were serving as a member of the leadership team. Furthermore, designed, implemented and communicated pay ranges, salary budget guidelines, structure/range changes and incentive plans for salaried and hourly positions in the field, home office, and distribution centers.

Would hiring a compensation manager who worked in education, machinery and pharmaceutical industries help meet the needs of your organization? Educational background is composed of Bachelor of Arts in Economics & English, as well as Master of Arts in Organizational Communications and Master of Arts in Human Resources Management. Professional certifications involve Certified Compensation Professional (CCP) and Global Remuneration Professional Certification (GRP). Software knowledge consists of Workday Compensation, PeopleSoft and SAP.

Acting as a compensation leader in a machinery company, saved survey Cost by $500K through management of global survey vendor contract negotiation process and formed creative solutions for contracts management. In addition, slashed employee turnover rate by 3% as well as increase employee morals and HR image as business partner by creating global job framework and career paths for all positions while performing HR training to educate everyone on the process. Furthermore, devised automated multi-regression templates to increase salary structure development efficiency by 60%. Moreover, investigated global annual incentive plan and suggested changes that saved company $1.2M.

While working for education sector as compensation manager, minimized volume of job evaluation requests by 20% Per day and boosted job posting efficiency Per day by 30% through development of compensation structures for staff employees. This initiative redefined job classification system with clear directives for managers to follow, as well as created HR and compensation website for manager’s reference.

How can a compensation manager with work experience in chemical, architecture and environment industries help your organization? Educational background is composed of BS in Health Management Systems. Professional credentials involve Professional in Human Resources (PHR), SHRM Certified Professional (SHRM-CP) and Certified Compensation Professional (credits). Technical knowledge consists of Workday, PeopleSoft. Project and MS Access.

Working with challenging issues such as leading the design, implementation and communication of a compensation strategy for Workday launch were part of this specialist’s work experience. While employed in a chemical company as global compensation leader, led the compensation team as a community of expertise, offering oversight and best practices globally, keeping abreast of compensation and trends across the globe. This specialist set the future direction and priorities for the company’s rewards program as a key Member of the leadership team, looking ahead to future priorities and helping HR arrive at the right solutions and investment.

In another job, with a “can do approach” in the area of supervising the team responsible for all HR Shared Service data entry for the Architectural Business Unit have been career objectives. While working in a building materials company as compensation manager, oversaw collaboration with all channels of the business to develop, maintain, streamline, automate, and implement compensation policies, guidelines, and programs. Furthermore, maintained and updated the company’s salary structure and role profiles, as well as conducted market pay analysis.

What contributions could a sr. compensation analyst and manager with experience working in food/beverage, automotive and construction engineering industries bring to your organization? Educational attainment is composed of BSBA in Mgt. and Organizational Behavior. Professional certifications involve Certified Compensation Professional (CCP) and Certified Sales Compensation Professional (CSCP) certifications. Software skills consist of Ceridian HR, PeopleSoft, Lotus Notes, Visio, Peopleclick and Mercer ePRISM.

Challenges like managing workflow team for the design and implementation of the compensation module for Ceridian were welcomed and successfully completed on a regular basis. While employed in a food and beverage company as a sr. compensation analyst, worked closely with the Payroll and HRM workflow teams for Ceridian regarding company expatriates and domestic/international relocations. Also, developed appropriate pay codes for deductions, mapped the process flows, determined how to work with foreign payroll systems, etc. for smooth transition to Ceridian and to the new expatriate administration and relocation vendor.

Shared expertise by successfully market pricing over 200 jobs and creating a more consistent methodology on how to do prices/slots roles. This, in turn, allowed this individual to create equity across the company and within job families. While working in an automotive company as a compensation manager, designed and documented consistent annual incentive plans for all eligible employees and was able to decrease the number of plans by 50%, allowing for equitable rewards. In addition, led the design, implementation, and communication of the sales compensation policy and plans. This included benchmarking studies, market pricing, and current state analysis to look at the overall sales compensation strategy, sales roles, and the mix between base and variable compensation paid to each sales role.

Would a detail-oriented sr. compensation analyst with work experience in a healthcare system, a general hospital and a medical center fit in your organization? Educational background is composed of Associate’s Degree in Business with an emphasis in Human Resources Management. Professional certifications involve CCP certification. Software skills include ADP Payroll, Report Writer, Kronos Time and Attendance system, MS4 system, Pay Factors Market Data/Benchmarking software and HRMSWeb HRIS system software.

Some accomplishments included completing an annual competitive market review of all positions hospital wide, as well as finalizing analysis used to determine the positions/job families with the greatest need of market adjustments while adhering to the annual budget for adjustments and merit increases. Serving in a healthcare system as a sr. compensation analyst, multiple options were given to the Executive Team to better understand the best course of action to be market competitive and maintain the budget or complete the adjustments under budget. Also, performed annual benchmarking and completion/submission of job surveys to determine market competitiveness.

Shared expertise by reviewing newly requested jobs/positions utilizing the job descriptions as created by the requesting departments, as well as working collaboratively with the requesting departments and Recruitment to determine the appropriateness of the new position. This was in addition to the leveling and grading of the new job within the existing job family.

Would hiring a global compensation analyst with experience working in consumer products, transportation and insurance industries help meet the needs of your organization? Educational attainment is composed of Bachelor of Business Administration and Master of Accounting. Technical proficiencies involve SAP HCM, BI, BEX and BPC systems. Professional certifications involve CCP.

Acting as a global compensation analyst in a consumer products company, coordinated with local payrolls to compile and analyze expatriate payroll activity related to account reconciliations, GL salary and benefit & overhead expense. This professional prepared split-pay arrangement with Ex-Us local Payroll vendors and maintained records in SAP. Also, engaged in various SAP Human Capital Management (HCM) projects involving Employee Compensation Management, Time Management, Global Payroll Project and in full life cycle SAP implementation of HR BI/BW function. This was done by directly working with developers. Additional responsibilities were participating in SAP business processes mapping and in the daily HCM activities including process flow analysis, functional system design and configuration, development of system tests and data integrity maintenance.

While working for a transportation company, determined over $200 Million cost allocations for each company “franchise” and pricing points that leveraged the assets. Furthermore, established a rate structure at the company that encourages the use of company facilities and thus, increased profitability by 8%.

How can a sr. compensation analyst who worked in energy and food processing industries help your organization? Educational attainment is composed of Business and MIS. Professional certifications involve Certified Compensation Professional (CCP). Technical skills involve SAP, ADP, Infinium/AS400, Ceridian and PeopleSoft.

Working with challenging issues such as supporting Total Rewards team with SAP reports, communications, and retention initiatives have vetted this specialist’s work experience. While working as a sr. compensation analyst, worked with the SAP HR Production Support Team in developing various SAP queries, reports, and databases. Some of the tasks were completing market analyses for focused technical areas such as Engineering, Operations, IT, etc. and making recommendations for action as needed to maintain competitive position. Moreover, performed specific analyses such as actual to budget and analysis of merit matrix guidelines, as well as researched and developed new job evaluation methodologies.

With a “can do approach” in the area of implementing human resources programs including compensation, employment, health and welfare benefits, wellness, HRIS, organizational development, training, employee relations and retention. As an HR analyst, managed merit and bonus plans, salary actions, performance appraisals, salary ranges, salary surveys, job descriptions, organization charts, organizational development and training.

Could the future success of your organization be helped by this compensation analyst who worked in wellness and software industries, as well as proficient in Kronos HRMS, Kronos Timekeeper and Oracle? Technical competencies involve Kronos HRMS, Kronos Timekeeper, Oracle, JD Edwards, AS/400 and BlueForce. Educational attainment includes Master of Science in Human Resource Management and Development as well as Bachelor of the Arts in Sociology.

Important contributions of this compensation analyst included creating productivity and efficiency, decreasing liability and increasing data integrity by strategizing with executives and management to implement, design and administer various compensation, benefit and incentive plans within budget. This was done by developing and analyzing accurate Kronos Timekeeper and HRMS reports regarding demographics, new hires, terminations, hours, salaries, bonuses and benefits. Tasks covered presenting analyzed report findings in concise Excel documents using V-lookups, Pivot Tables and formulas, as well as providing training to employees on compensation, benefit and reporting procedures to help them understand analytics. Surveys were conducted to analyze and compare salaries to recommend competitive compensation packages.

One of the key roles involved processing all changes accurately for employees’ positions, salaries, locations, and statuses in Kronos HRMS and Timekeeper. Creating new positions for different club locations in Kronos HRMS and Timekeeper to support strategic decisions regarding company and departmental structure was included in the list of duties. In addition, this specialist increased retention and decreased attrition by consulting in conference calls to train managers on conducting effective Performance reviews to inspire, motivate and encourage their high quality employees to stay.

Does a compensation analyst who is experienced in business services, oil and gas industries, as well as knowledgeable in Kronos HR, ADP, SAP and Oracle pique your interest? Technical knowledge involves Kronos HR, ADP, SAP and Oracle. Educational attainment includes BA Business Administration.

Major responsibilities of this compensation analyst included performing job evaluations and salary reviews for multiple positions, as well as advising and assisting HR business partners and business leaders in the design, administration and implementation of compensation programs and compensation projects to accomplish employee attraction and retention goals. Coordinating with business unit leaders the development and implementation of competitive pay structures was one of the key roles. Creating and running periodical reports were done to assist in identifying market salary gaps and making recommendations to align with company goals. This individual led annual merit and incentive processes, including budget preparation, presentation to committee and executive approval. The employee Performance review process was overseen.

The job covered reporting all HR activities to the corporate office and recruiting personnel for a variety positions at different levels in the plant (250 Employees). Functions consisted of conducting new employee orientations monthly and educating employees in different systems used by the company. ADP and Kronos were utilized. Acknowledging, documenting and addressing employee relations issues were some of the duties. STD and LTD programs were administered. Payroll was processed for salaried, hourly and incentive associates. Aside from processing Bonus and administering STI/LTI programs, policies and procedures were documented. Conducting/analyzing multiple salary and benefit surveys to compare with existing plans, along with formulating recommendations to management/leads at different levels of the organization were completed.

What contributions could a compensation analyst with experience working in manufacturing, business services and retail industries bring to your organization? Educational attainment is composed of Bachelor of Science in Accounting and Master of Business Administration. Technical skills consist of SAP, Hyperion Essbase, Cognos, Business Objects, QuickBooks and PeopleSoft.

Challenges like being responsible for all compensation responsibilities for the Nuclear Operations Group (NOG) including submitting NECSS Survey, as well as preparing and submitting merit/ incentive plans utilizing SAP and Excel spreadsheets were welcomed completed on a regular basis. As a compensation analyst in an electrical equipment company, met with NOG president and staff to discuss salary grades/ levels for annual and off cycle promotions. Also, reviewed job families to determine appropriate salary levels, as well as reviewed and submitted sales incentive plan, project team incentive plan and inside sales group incentive payouts for Power Generation Group (PGG).

Shared expertise in another job by working with senior management to evaluate current market pricing, and merit strategies, and their effect on the P+L. As a compensation/HRMS analyst in a healthcare facility, utilized PeopleSoft in preparing and presenting data such as turnover, salary differentials and extra earnings to senior management. In addition, prepared data to deliver to salary survey companies.