Job Opportunities
We will list your compensation, benefits or human resources job openings for FREE! Jobs will be listed for a maximum period of one month and are usually posted within a few days of submittal. Please feel free to resubmit your job postings monthly.
January 6th, 2010 at 12:36 pm
The Benefits and Wellness manager provides leadership and oversight for building a culture of health at Premera, and the health and welfare, retirement and perquisite plans for Premera’s associates. The position is accountable for organizational strategy related to the identification and development of wellness and financial benefit programs that meet Premera’s associates unique needs, while ensuring cost effective, competitive, and compliant benefits plans are in place and operating smoothly and efficiently. This role at Premera, as a benefits solutions provider, provides the opportunity to influence and drive the creation of, and piloting of, innovative wellness and benefit programs that meet both organizational objectives and the changing workforce. Works with all levels of senior management in support of the company strategy
Responsibilities:
1. Provide leadership for the design and implementation of benefit and wellness strategies that serve to attract and motivate associates and delivers a highly productive workforce.
2. Develop a highly skilled team of benefit consultants.
3. Lead the implementation of programs and processes to support the analysis and development of a highly productive workforce to enhance business performance of the Company.
4. Oversee health and welfare benefit and retirement program administration in alignment with Premera’s strategic vision.
5. Create new and innovative value based benefit designs and oversee the development of multi-state programs to support improved quality of health to Premera associates.
6. Collaborate with all levels across the company, to drive the development and maintenance of employer-based health benefit programs and performance measurement programs.
7. Partner with Communications, Marketing and HR to drive associate engagement strategy.
8. Ensure analytical reporting and analysis for the identification and prioritization of health management and workforce trends in order to identify and leverage benefits programs to drive value proposition.
9. Develop and maintain effective working and consulting relationships with key internal business partners at all levels.
10. Ensure applicable legal requirements are met and all associated communications to management and plan participants are completed in a timely and accurate manner.
Minimum Qualifications:
1. BS/BA degree in related field of study or equivalent work experience
2. Minimum five years recent benefit management, health management, wellness program, or consulting experience.
3. Minimum five years complex or program management experience with demonstrated ability to manage multiple, complex and concurrent projects, preferably in benefits, health, or wellness programs.
4. Leadership skills to establish positive working relationships and accomplish desired outcomes in a complex organization with minimum five years of recent people management experience.
5. Broad-based business knowledge with proven ability to identify trends and impacts on the business.
6. Excellent analytical, problem solving, and trouble shooting skills with experience using complex data and analysis to drive business initiatives.
7. Excellent interpersonal and written communication skills with ability to communication complex information in an accurate and easily understandable manner at all levels of organization.
8. Excellent presentation skills with strong ability to present both qualitative and quantitative concepts, to all levels of associates and management.
9. Demonstrated knowledge of health and wellness industry from perspective of the plan, the provider, and the purchaser of insurance.
10. Proven knowledge of or experience with technical systems supporting benefits including payroll, self service and vendor negotiations & management.
Additional Qualifications Preferred:
1. CEBS accreditation; World at Work CBP certification
2. CDHP design experience strongly preferred
If interested please apply online at http://www.premera.com/careers and reference job id # 4602
January 7th, 2010 at 2:13 pm
Director of Human Resources
Closing Date: Until Filled
Department: Human Resources
Job Type: Non-Academic Staff
Hours Per Week: Full Time
Responsibilities:
The University of Portland is seeking qualified candidates to join a dynamic and professional staff in providing guidance and management of Human Resources services, policies, and programs. Your duties will include planning, organizing, directing, and administering comprehensive human resources programs, services, and support for the University including policy and procedure, compensation, benefits, employee relations, performance management, legal compliance, and development.
PRINCIPAL DUTIES INCLUDE:
• Manage human resources to achieve goals within budgeted funds and available human resources.
• Establish and implement policies, procedures, and standards for the efficient and effective operation of programs and interpret policy and procedures for employees, attorneys, and governmental organizations.
• Plan, organize, and implement benefits programs assure communication of benefit plans to employees.
• Develop short and long-range plans, goals, and objectives and coordinates human resources services with other departments, staff, students, and community groups.
• Assign, supervise, schedule train, and evaluate the work of assigned staff. Make decisions regarding the hiring, discipline, transfer, and termination of employees.
• Oversee the financial well-being of our Human Resources program by performing cost management activities and monitoring all fiscal operations of the program.
• Direct the development and maintenance of systems and prepare or oversee the preparation of reports and correspondence as required.
• Provide on-going support, advice, coaching, and coordination to supervisory staff and faculty regarding employment related issues. Assists both supervisors and employees in the mediation and resolution of conflicts and disputes.
• Plan and organize effective classification and compensation program for the University.
• Develop, evaluate, and conduct staff development programs to enhance and improve the effectiveness of employees.
• Advise and assist management staff with organizational design and development.
• Ensure compliance with the law, state and local regulations, and general guidelines of fairness, consistency, and equity including governmental reporting and representing the University in civil, local, state and federal hearings and court procedures.
• Manage resolution of inquiries, problems, or complaints regarding the availability or quality of services; respond to the most sensitive or complex inquiries or service complaints.
• Provide department and University representation regarding human resources issues on various committees and other public meetings.
Requirements:
REQUIREMENTS INCLUDE:
• Proven leadership ability to develop and grow the HR function and value proposition from the ground up.
• Extensive knowledge of human resources policy, principles, and practices within a not-for-profit environment with a preference for a higher education setting.
• Thorough knowledge of federal, state, and local policies, procedures, and regulations applicable to human resources services and to higher education.
• Skilled in the techniques applied in conflict resolution, mediation and facilitation.
• Ability to develop and implement short and long-range plans to meet department and organizational needs.
• Ability to plan, organize and oversee assigned work programs, including monitoring work schedules and evaluating the work of direct reports.
• Ability to prepare and direct the preparation of reports, correspondence, document production, spreadsheets, and Powerpoint presentations. Utilize Banner or another comparable reporting tool.
• Ability to analyze and evaluate operations and develop and implement corrective action to resolve problems.
• Ability to effectively listen, problem solve, and counsel a wide range of employees with a wide range of personnel related issues.
• Ability to maintain a high level of integrity, discretion, and confidentiality.
• Ability to communicate effectively, both orally and in writing.
• Ability to establish and maintain strong and effective working relationships with University officers, managers, supervisors, faculty, direct reports, University staff, and the general public.
MINIMUM QUALIFICATIONS:
• Bachelor’s degree in human resources management, business management, public administration or closely related field; Master’s degree in these disciplines (or closely related) preferred.
• Ten (10) or more years progressively responsible HR Generalist experience spanning the services in employment, policy administration, benefits administration, compensation, performance management, legal compliance, labor relations, corrective actions, performance management, training and development and organizational culture-building.
• At least four (4) years HR leadership as Director/Asst or Associate Director, with responsibility for supervision of technical and professional staff, managing HR budgets and workforce of 350+ employees.
• Prefer certification as Senior Professional in Human Resources (SPHR).
• Desired experience as HR practicioner/HR leader in higher education setting.
• Or, qualification may include any combination of experience, skills and education which provide the incumbent with ability required to perform the work of this position.
Interested applicants should email a letter of interest, current resume, and salary requirements to ravelli@up.edu.
A background investigation check is required before final hiring procedures can be completed.
Founded in 1901, the University of Portland is a private, comprehensive, Catholic university of 3600 students with a mission of Teaching, Faith, and Service. We are an EQUAL OPPORTUNITY EMPLOYER striving to employ personnel at all levels who will support and enhance our educational mission and purpose. Please visit our website at http://www.up.edu for more information about this position and the University.
Salary:
Benefits: Senior Administrator
Start Date: As soon as possible
Contact: Jim Ravelli
Email: ravelli@up.edu
Phone: 503-943-7540
January 8th, 2010 at 3:30 pm
Working Title:
Compensation and Benefits Director
Purpose:
Founded in 1891, Seattle University is dedicated to educating the whole person, to professional formation, and to empowering leaders for a just and humane world. Our faculty and staff are positively engaged in contributing to the university’s vision to be the premier independent university of the Pacific Northwest in academic quality, Jesuit Catholic inspiration, and service to society. Seattle University is the most racially and culturally diverse, the most genuinely urban, and the largest multidisciplinary independent university of the Northwest. Utilizing these three assets for the education of our students and the service of society presents opportunities unique to Seattle University.
As a vital component of the Human Resource Department’s mission to serve as a trusted resource and partner with the campus community to achieve the university’s goals, the Compensation & Benefits Director, reporting to the Assistant Vice President of Human Resources, will be responsible for the design and administration of competitive and cost-effective compensation and benefit programs designed to support and enhance the experience of the university’s faculty and staff. In addition this position will have responsibility for HR Information Systems (HRIS), metrics and reporting. This position provides leadership and direction to a team of 3 professional level staff.
Essential Job Functions:
The Compensation and Benefits Director will work with the University community to design (redesign) programs that are aligned with the strategic plan and values of Seattle University. The position’s impact will span the faculty and staff community and will significantly influence recruiting and retention capabilities. Specifically the Compensation & Benefits Director will:
* Design innovative, scalable, market competitive compensation strategies and pay practices that are implemented effectively and efficiently.
* Direct the planning, design, implementation, and administration of compensation programs including: survey participation, base salary structure development, and merit pay programs.
* Survey trends and best practices to determine competitive position, and make necessary recommendations for policy and program enhancements.
* Anticipate strategic compensation issues brought about through market fluctuation, as well as anticipate new trends in compensation, implementing appropriate solutions as required.
* Lead the job evaluation approach and define evaluation principles that recognize strategies to consistently and fairly level jobs across diverse functions.
* Partner with University management and HR colleagues, acting as an internal consultant and functional expert on all C&B issues.
* Develop a HR systems strategy to include maintaining, developing, and implementing HR systems. Manage the day-to-day operations to maintain the accuracy, integrity, and accessibility of HR data.
* Collaborate with the Director of Professional and Organizational Development on the University’s performance management system, aligning this system with a merit based compensation system.
* Lead efforts to develop a compensation philosophy and design compensation and benefit programs that are aligned with this philosophy. The Compensation & Benefits Director will be accountable for the structure and performance of the Health & Welfare and Retirement plans by understanding the cost drivers of the plans; and identifying, recommending, and implementing plan changes to meet financial and strategic objectives while remaining market competitive.
* Provide leadership in the design of transparent processes that bring clarity to programs and enhance faculty and staff’s sense of affiliation with the University’s employment proposition.
Marginal Job Functions:
Provide benefits oversight to the Faculty Services Department.
Tuition remission programs including:
* Faculty and Staff Children Exchange Program (FACHEX)
* Tuition Exchange
* Seattle University Tuition Remission
Minimum Qualifications:
* Bachelor’s degree in Human Resource Management, Business, or related disciplines required.
* 10+ years experience in Human Resources, financial management or compensation and benefits; at least 5 years of compensation and benefits experience, preferably leading the function.
* Excellent computer proficiency in MS Word, Excel, PowerPoint and Outlook. Expert ability to create spreadsheets to support analysis and recommendations.
* Experience with policy development, administration, and record-keeping of health and welfare plans, 403(b) plan, and leaves required.
* Excellent written and oral communication skills and analytical ability required.
* All candidates must show a demonstrated commitment to diversity and the university’s mission, vision, and values.
* This position requires a criminal history background check.
Preferred Qualifications:
* An MS or MBA degree is highly desirable.
* Experience in a university environment is preferred.
* Certified Compensation Professional (CCP) and / or Certified Benefits Professional (CBP) designation(s) is desirable.
Compensation:
Salary will be discussed during the interview process and is commensurate with qualifications.
Benefits:
Our excellent benefits package currently includes: Medical, dental, vision, life, and disability insurance, 100% paid for employee after 1st full month, subsidized for dependents; Generous retirement plan: 10% of salary contributed by University (after 1 year); vacation, sick leave, 11 holidays plus Christmas week off; Transportation pass 75% paid; Automatic payroll deposit; Library privileges for employees; University fitness facilities free for employees and immediate family; S.U. tuition for employees and dependents administered in accordance with University policies.
Application Instructions:
Please apply online at: https://jobs.seattleu.edu
Applicants are also required to attach an electronic cover letter and resume when applying.
Persons who need assistance with the recruitment process may contact the Office of Human Resources at: 206-296-5870.
SEATTLE UNIVERSITY IS AN EQUAL OPPORTUNITY EMPLOYER
January 18th, 2010 at 3:55 pm
Intellectual Ventures (IV) is a privately-held, invention investment company based in Bellevue, Washington. Founded in 2000, IV’s business model centers on creating, acquiring and licensing pure invention in a variety of technology areas. IV plans to commercialize inventions through licensing, spin-offs, joint ventures and industry partnerships.
IV’s Compensation and Benefits Manager will offer expert guidance on programs to support our high performance culture and best meet the needs of our global employee base. Day-to-day responsibilities are centered on managing the effective design, development, implementation and refinement of IV’s total rewards programs. Apply your knowledge, expertise and pioneering spirit in a whole new way, consider joining the IV team!
Responsibilities:
Manage existing benefit plans by monitoring usage and effectiveness. Create communication collateral to ensure positive branding of IV benefits programs.
Lead the analysis, review and choices of the annual benefits enrollment process.
Establish, maintain and leverage strong relationships with all benefit brokers to assure the most competitive benefit offerings.
Conduct internal and external research of the effectiveness of current compensation plans and provide recommendations on ongoing improvements.
Analyze salary market data to ensure IV desired competitive positioning for new resources.
Plan and oversee the successful implementation of the annual compensation review.
Manage delivery of HR services to ensure that processes are streamlined and effective and contribute to the success of the business.
Develop, analyze and monitor metrics that measure the quality and efficiency of HR programs.
Ensure that all of the IV’s HR practices are compliant with internal policy and related regulations.
Manage the professional and personal development of the team members, two direct reports.
Qualifications:
Bachelor’s Degree in HR or related field plus seven+ years successful track record in managing compensation and benefits programs including all regulatory compliance and HRIS functions/analytics/reporting. Full life-cycle program management experience is required (e.g. negotiating agreements with vendors, communicating and managing full open enrollment process, etc.). Superior people management skillss, organizational skills, business acumen, client-service, and results orientation; both a strategic thinker and able to execute tactics.
For more info, please contact sbenjamin@intven.com.
January 22nd, 2010 at 12:37 pm
The Seattle Times Company, the Northwest’s foremost resource for news and information, seeks a Senior Benefits Specialist.
Bring your expertise, technical knowledge and creativity as you’ll help lead and coordinate various HR benefits processes:
What You’ll Do:
• Perform benefits administration processes on monthly, quarterly and/or annual basis (e.g. complex billings, report writing, benefit comparisons, eligibility, enrollments, loans, etc.) for assigned benefits programs
• Coordinate the use of HRIS systems for the administration of Seattle Times and affiliate/subsidiary benefit plans and assure data accuracy and timely processing.
• Reconcile invoices to census and vendor systems.
• Assist in the development and maintenance of automated benefits processes.
• Coordinate open enrollment activities and create communication materials.
• Conduct data audits and work with participants, providers, attorneys and actuaries to research issues and conduct data gathering for special analysis.
• Provide employee direction and assistance on benefits programs.
• Perform system data entry, file maintenance and reports for assigned benefit programs.
• Prepare and ensure distribution of enrollment and information packets for assigned benefit programs.
Your Strong Points:
• 4+ years of increasing benefits experience in employee benefits administration and design including medical/dental insurance, 401(k), disability, life insurance, and flexible spending accounts.
• Working knowledge of benefit laws and regulations such as HIPAA, ERISA & COBRA.
• Ability to read, analyze and interpret general business periodicals, journals, government regulations.
• Proficiency utilizing Microsoft Office (Excel, Word, PowerPoint, etc.)
• Ability to understand very complex details and accurately communicate them to others
• Excellent verbal and written communication skills with the ability to forge strong internal/external relationships
• Ability to problem-solve and drive process enhancements, open to taking on additional projects outside of job requirements, and respond timely in an ever-changing environment.
At the Seattle Times Company, you’ll find work that matters! We’re a family-owned, family-operated company that’s involved in the community we serve. We’re an Equal Opportunity employer that enjoys the rich contributions of employees from a broad range of backgrounds. We offer a dynamic, drug-free work environment; work-life balance; and a competitive compensation and benefits package. Learn more about us at http://www.seattletimescompany.com today!
TO APPLY DIRECTLY: Send your cover letter and resume to: hr.resumes@seattletimes.com. Please note “09-078/Benefits Specialist/NWC” into the subject line of your email.
January 22nd, 2010 at 2:24 pm
Group Manager, Sales Compensation
Short Description: Avanade is looking for a Sales Compensation Manager with at least 8 years of Compensation or Sales experience to lead the Design and Administration of Avanade’s Sales Compensation plans.
Description:
The Sales Compensation Manager will be responsible for the annual design process of the Sales Compensation plans. Working closely with sales leadership this role will integrate the sale philosophy, objectives and goals into the sales compensation plans.
Responsibilities include designing, modeling, implementing and administering sales compensation plans, policies and procedures worldwide.
The focus of this role is on strategy and design of our sales compensation plans.
Duties and Responsibilities:
• Integrate sales philosophy and strategy into sales compensation plans.
• Establish global sales compensation strategy to support overall business goals and drive appropriate sales behavior.
• Work with the Sales and Finance departments to develop competitive sales compensation plans which drive performance and achievement of defined business goals and objectives.
• Work with sales and business leadership and to update, modify, and redesign compensation programs on an on-going basis. Make recommendations for program changes to ensure pay for performance and to drive achievement of sales and revenue targets.
• Complete analysis and statistical modeling related to improving the sales plan.
• Work with various international operations, marketing, product, finance and legal functions in the development of plans, applicable terms, conditions and/or policies on a local, country or regional basis.
• Manage the sales compensation administration. Partner with Regional Finance and Sales Operations teams to ensure sales incentives are paid in accordance with plan provisions. This includes the collection and validation of sales and revenue data from Financial and Sales systems, the calculation of bonus payouts, and analyzing payment trends. Lead the resolution of requested exceptions to plan provisions.
• Drive efficiency and operational effectiveness of the sales compensation administration.
• Analyze the effectiveness of sales compensation programs and sales productivity results.
• Review all sales representative sales and revenue performance against payment and provides Senior Management with commentary and recommendations for improvement.
• Research sales compensation market data and trends and participates in surveys. Partner with Area Compensation and Benefits teams, to make recommendations regarding sales compensation programs, including base pay, incentive pay, and total compensation.
• Work with HR and Sales Management to set competitive global compensation strategy to drive goals and objectives.
• Develop and maintain monthly sales reporting package for Business Development Executives and Directors. Develop ad hoc reports as requested by management.
• Monitor the effectiveness of existing compensation policies, guidelines and procedures. Analyze various internal processes related to Sales and makes process improvement recommendations. Participate on process improvement cross-functional teams. Ensure that all processes are documented in department procedures.
• Communicate with the sales management team on issues and policies as well as responding to requests for information.
• Responsible for adherence to all internal audit and internal control requirements and testing.
• Complete other supporting Compensation analysis as needed. Work with the Director, Compensation and Benefits to develop and manage global compensation programs as needed. Supports the compensation needs of the Annual Review process, Annual Bonus program and Long Term Incentive programs.
• Build strong working partnerships with stakeholder organizational team members.
Requirements:
• Prefer 8 or more years of Sales Compensation, Sales or Sales Consulting experience
• 4-6 years of experience with direct sales compensation plans, practices and procedures
• Demonstrated experience in establishing sales compensation strategy
• Strong negotiation skills, change management and project management skills
• Experience in the professional services industry is desirable.
• Excellent verbal, written and presentation communication skills.
• International experience preferred
• Ability to quickly develop trust and credibility with leadership
• Attention to detail – demonstrated ability to consistently deliver at a high level of accuracy.
• Strong analytical skills with the ability to work independently, conduct research, formulate conclusions and present conclusions regarding complex business issues.
• Strong PC skills in Word, Excel, and PowerPoint
• Working knowledge of HR and financial systems.
• Ability to react positively to changing business environments and requirements.
• Excellent time management skills with the ability to execute under strict deadlines.
• High integrity and strong business ethics
• 3 years of management experience preferred
• Ability to travel internationally
February 1st, 2010 at 6:18 am
With a job at CH2M HILL, the greatest challenges provide the biggest rewards. Each day, your drive and ideas will provide solutions that help build a better tomorrow. For decades, CH2M HILL has been a global leader in full service engineering, procurement, construction, management and operations, working on the most challenging and impactful projects around the world. So whether it is the pride that comes with accomplishment, your own personal growth, or making a difference in the world, you will discover true success in a career that brings out the best in you. Are you ready?
The challenge? Be at the center of a global leader in full-service engineering, consulting, construction and operations. Our Director of Global Compensation career path provides you with an opportunity to develop the compensation philosophy, strategy and programs domestic and international. You should be a self-motivated consulting or corporate compensation professional with at least ten years experience in compensation design including executive, equity and deferred compensation and have a desire to grow personally as well as professionally.
Full description and confidential application here http://jobs.brassring.com/1033/asp/tg/cim_jobdetail.asp?partnerid=434&siteid=47&AReq=30821BR&CODES=INTSE