Compensation Consultant Work From Home jobs

Built on meritocracy, our unique company culture rewards self-starters and those who are committed to doing what is best for our customers. Brown & Brown is seeking an Employee Benefits Account Manager to join our growing team in Tacoma, WA. As an Employee Benefits Account Manager, you'll manage an assigned book of business, build strong client relationships, and provide guidance on employee benefits programs and compliance. This role includes supporting renewals, ensuring accurate documentation, and contributing to business growth through account expansion and referrals. *This is a hybrid position of 2 days in the office and 3 days of working from home* How You Will Contribute: Responsible for the day-to-day account management of an assigned book of business Build courteous and successful relationships with clients, vendors and carriers to improve client retention. Educate clients' members on benefits programs, legislation, and regulatory requirements. Provide documentation and guidance to client employees regarding group medical, prescription drug, dental, vision, and FSA programs, COBRA, Healthcare Reform, Federal and NJ State Mandates, and other related employee benefits topics. Assist in the renewal process for health and life lines of coverage for all assigned clients including ordering claims history, obtaining updated information (census data, carrier invoice, etc.) Assist in the review of internal compliance and client disclosure requirements, summary plan documents (SPD's) and employee communications to ensure alignment with client expectations and legal requirements. Assist in growing the assigned book of business through account rounding and referrals. All other duties as assigned. Licenses and Certifications: Washington Life & Health license in good standing. Required within 90 days of hire. Skills & Experience to Be Successful: Knowledge of employee benefits insurance coverages and contracts. Proficient knowledge in Microsoft Windows environment, including but not limited to Word, Excel, Power Point, and Publisher. Able to create, edit, and merge letters, spreadsheets, labels, etc. Proficient knowledge use of office equipment (including but not limited to copy machines, printers, faxes, binding machine, etc.) 2+ years' experience in the insurance industry, human resources or a related field. Pay Range $28.00 - $45.00 Hourly The pay range provided above is made in good faith and based on our lowest and highest annual salary or hourly rate paid for the role and takes into account years of experience required, geography, and/or budget for the role. Teammate Benefits & Total Well-Being We go beyond standard benefits, focusing on the total well-being of our teammates, including: Health Benefits : Medical/Rx, Dental, Vision, Life Insurance, Disability Insurance Financial Benefits : ESPP; 401k; Student Loan Assistance; Tuition Reimbursement Mental Health & Wellness : Free Mental Health & Enhanced Advocacy Services Beyond Benefits : Paid Time Off, Holidays, Preferred Partner Discounts and more. Not reflective of all benefits. Enrollment waiting periods or eligibility criteria may apply to certain benefits. Benefit details and offerings may vary for subsidiary entities or in specific geographic locations. The Power To Be Yourself As an Equal Opportunity Employer, we are committed to fostering an inclusive environment comprised of people from all backgrounds, with a variety of experiences and perspectives, guided by our Diversity, Inclusion & Belonging (DIB) motto, “The Power to Be Yourself”.

Seeking an seeking an experienced Employee Benefits Consultant-Account Executive- dynamic client services professional in the Employee Benefits space, who will bring a fierce commitment to building relationships, exceeding client expectations, and pushing our Employee Benefits Practice to new heights in the marketplace. As an Account Executive, you will lead marketing, servicing, and strategic consulting efforts with prospective and current clients. The Account Executive is accountable for developing and delivering strategic benefit solutions that meet the needs of clients. This role is with a national private equity practice and fully remote Position responsibility • Proactively understands the requirements and needs of a client. • Provide strategic planning and consulting advice to clients including the production of Requests for Proposal, coordination of vendor responses, analysis and comparison of RFP responses, and preparation of a client report with recommendations. • Consults with Clients to review options, vender services, fees, strategies, and goals. • Consults regularly with Clients to review large claims, abnormal utilization results, and monthly claims experience. • Develops and maintains dependable working relationships with carriers, broker servicing net-works, and other providers. • Coordinates market selection for new and renewal business on designated accounts • May help coordinate the day-to-day administrative activities among those servicing the Client's account including the coordination of all support services. • Negotiates program terms and costs.

ez Cater is the leading food for work technology company in the US, connecting anyone who needs food for their workplace to over 100,000 restaurants nationwide. For workplaces, ez Cater provides flexible and scalable solutions for everything from recurring employee meals to one-off meetings, all backed by 24/7 customer service with real humans. ez Cater also enables companies to manage their food spend in a single, customizable platform. For restaurant partners, ez Cater helps them grow their business by bringing them more orders and new high-value customers. We're backed by top investors including Insight, Iconiq, Lightspeed, GIC, SoftBank, and Quadrille. The Compensation Manager will be a partner in the evolution of ez Cater's Compensation philosophy and programs. You will own ez Cater's execution of processes, and organizational preparedness efforts (e.g., training and communications). You will build and maintain trusting and collaborative relationships with stakeholders across the People Team and the entire company. The successful candidate will be a true Compensation subject matter expert. S/he will have outstanding data, analytics, and communication skills; deep experience with base, variable compensation, and equity programs; expertise in pay transparency initiatives, salary surveys, and market research; skilled with modeling and communicating complex information; and an advanced understanding of salary benchmarking and geo pay models. The Compensation Manager will partner with stakeholders in the articulation of a multi-year strategy and product roadmap, as well as the execution of all compensation programs. You will be responsible for evolving, implementing, and managing multiple compensation components, including salary benchmarks (for new job postings and current roles), equity ranges, and our annual compensation review cycle. This will be an individual contributor role and will report directly to a senior leader on the People Team. If you love the compensation profession and have a desire to work with passionate and dedicated people on a high-performing People team; take pride in delivering outsized impact; and think it would be fun to apply your skills in an interesting industry - this role could be for you! What You'll Do: Manage the design, administration, implementation, and communication of compensation programs consistent with company culture, strategy and long-term goals. Assess the current state of compensation strategy and operations, make recommendations and partner with colleagues to craft a roadmap for the next 12-18 months. Commit to maintain internal equity and external competitiveness of the company's compensation programs through regular monitoring of business conditions, competitive practices, legal requirements, and an ongoing understanding of industry best practices. Partner closely with Talent Leaders and recruiters for benchmarking needs, offer guidance, internal postings, and all compensation related matters Partner with our People Business Partners to align job descriptions with compensation practices. Consult with leaders and managers on compensation reviews and make recommendations on promotion requests, salary adjustments, off-cycle changes, variable payments, and salary offers for incoming hires. Monitor equity burn rate and prepare data based reports for internal audiences. Assist with Compensation Committee material preparation. Build, design, deploy, optimize and operate compensation database technologies Project management, to include requirements definition, translating requirements into measurable goals and outcomes, documenting milestones and outcomes and planning and scheduling implementation activities. Coordinating and developing communication plans, planning for and providing for employee development, and planning for and providing information sharing sessions with managers and team members Conduct training and/or create quick reference guides and other tools/resources for compensation courses and/or system enhancements Develop meaningful analytical tools and reports that move ez Cater, its managers and its People Team toward goal achievement through innovation and continuous improvement of processes and programs Collaborate with HR/People/Talent peers, IT, legal, compliance, finance, benefits, payroll, and tax department staff, and external vendors and consultants Conduct statistical, operational, and/or financial planning and reporting Lead annual Pay Equity Analysis process What You Have: 6-8 years of in a related, analytical position. 4+ years experience working on compensation directly. Total Rewards mindset and practical knowledge of the interplay between compensation, talent acquisition, and retention. Strong quantitative and analytical skills, and thorough knowledge of compensation plan designs and administration. Experience managing compensation programs for small and large organizations, preferably in both pre-public and public companies, with the ability to adapt design elements based on the law or regulations, business needs and values. An ability to anticipate needs and offer strategic solutions that work within our business culture. A Growth Mindset and understanding of how to apply those principles in everything you do. An agile approach to pivoting in an ever changing environment, while “keeping it light” and laughing along the way. An understanding of how to account for diversity, equity and inclusion when making recommendations. Excellent communication skills both written and verbal, attention to detail, and the ability to prioritize multiple competing tasks with exceptional organizational, follow through, and people skills. Demonstrated strength in building relationships both internally and externally, with a diverse group of employees at all levels. Experience partnering with leaders to create organizational change, including creating a change plan and communications. An eagerness and willingness to give and receive feedback, because we all love learning from each other. Experience with CompTool/Pequity preferred but not required. Experience with Carta preferred but not required. CCP (Certified Compensation Professional) a plus but not required. The national cash compensation range for this role is $143,000-$184,000 per year.* *Please note: Final offer amounts are determined by multiple factors, including prior experience, expertise and region & may vary from the amount above. This range does not represent additional compensation benefits (such as equity, 401K or medical, dental or vision insurance). Please have fun with the Cover Letter portion of the application! It does not need to follow “traditional” cover letter guidelines - we would love for you to write 150-500 words explaining why you are interested in ez Cater and the role, and highlighting anything else you think we should know! ez Cater does not sponsor applicants for work visas or legal permanent residence. What You'll Get from Us: You'll get a terrifically compelling opportunity, in an environment of radical transparency, and collaborative colleagues at every level of our organization. You'll also get sane working hours and great flexibility around work/life balance. Have people in your life - of any age - who always, often, or sometimes need your help? We make room for that. Have a bad thing or a good thing happen to you? We make room for that, too. Oh, and you'll get all this: Market salary, stock options that you'll help make worth a lot, the usual holidays, all-you-can-eat vacation, 401K with ez Cater match, health/dental/FSA, long-term disability insurance, remote-hybrid work from our awesome Boston or Denver offices OR your home OR a mixture of both home and office (you choose!), a tremendous amount of responsibility and autonomy, wicked awesome co-workers, cupcakes (and many more goodies) when you're in one of our offices, and knowing that you helped get this rocket ship to the moon. ez Cater is an equal opportunity employer. We embrace humans of every background, appearance, race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, veteran status, and disability status. At the same time, we do not employ jerks, even brilliant ones. For information on how ez Cater collects and uses job applicants' personal information, please visit our Job Applicant Privacy Policy. #BI-Remote

At TruStage, we're on a mission to make a brighter financial future accessible to everyone. We put people first, and work hand in hand with employees and customers to create a diverse and inclusive environment. Passionate about building insurance, investment and technology solutions, we push the boundaries of what's possible. We need you to help us shape what's next. You'll be encouraged to share your experiences, ideas and skills to help others take control of their financial future. Join a team that has received numerous awards for being a top place to work: TruStage awards and recognition Job Purpose: This position is focused primarily on Sales Compensation Administration. With significant autonomy, this position ensures complete, timely, and accurate maintenance and administration of Sales Compensation programs for all company-wide Sales Incentive Plans (“SIP”) and LPL Financial and Financial Institute Divisions (“FID”) channel advisor/credit union program compensation. This position is responsible for the operational management of the administration team of analysts and specialists who complete the daily, bi-weekly, semi-monthly, quarterly, and annual cycles to support all SIP and Sales Compensation activity. This position serves as a sales compensation administration expert resource on a broad range of highly complex issues with minimal direction and review. The role will also be involved in Sales Incentive Plan design/re-designs (15 to 25% of time). Job Responsibilities: Sales Incentive Administration Leadership Manage the administrative processing for all SIP plans and LPL Financial and FID channel advisor/credit union program compensation, ensuring quality, accurate, and timely delivery. Research and resolve sales incentive issues/escalations as well as system platform issues associated with sales incentive administration. Assess business needs and sales performance and design and/or re-design Sales Incentive Plans. Drive team and system performance to ensure consistency and adherence to SIP, HR, company, and regulated policies and procedures, along with confidentiality and security. Hire, coach, develop, train, supervise, evaluate, and if necessary, terminate staff, to create an optimal environment that ensures delivery on department objectives and customer expectations. Promote and maintain an open and active communication methodology with interactive participation. Communicate in a proactive manner to staff about the status of work in progress and potential impacts to each other. Identify, design, and implement process improvement efforts to streamline processes, increase productivity and gain efficiencies to provide cost effective value to our customers. This includes establishing balance and control procedures for processes to ensure data is processed accurately and efficiently. Ensure quality business recovery plans for the department are in place and tested which includes thorough documentation of processes/systems/tools to ensure continuity and compliance. Lead various compensation projects and processes, as assigned. Stakeholder Collaboration Collaborates with sales leadership to obtain sales performance metrics/results for sales incentive administration to multiple, highly complex, diverse Sales areas. Collaborates with Finance teams to ensure accurate accounting of sales incentives and compliance with financial regulations. Work with HR partners and/or sales leaders to address any sales incentive-related inquiries from employees. Manage vendor relationships and collaborate with internal IT teams where applicable. Participate in the annual sales incentive design/re-design process by collaborating closely with Compensation Consulting peers and sales leadership on design/re-design of Sales Incentive Plans. System Administration Manage and maintain sales compensation software, systems, and tools. Implement system updates and upgrades to ensure continued efficient operations and compatibility with evolving business needs. Provide expert analysis, input, assessment, and assistance for all efforts with supporting technology for Sales Compensation with goal of ensuring optimal fit and quality for the SIP and Sales Compensation requirements of the organization. Must develop deep understanding of the technologies/systems/tools utilized to effectively administer Sales Compensation. Reporting and Analysis Generate sales compensation reports to track sales compensation performance and spend, identify trends, and inform decision-making. Analyze sales data to assess the effectiveness of sales compensation plans and make recommendations for improvement. Develop dashboards and visualizations to communicate key compensation metrics to sales leadership. The above statement of duties is not intended to be all inclusive and other duties will be assigned from time to time. Job Requirements: List of general education, background and experience, knowledge, skills, and abilities typically required to effectively perform the responsibilities of the job. Also include any required licenses and/or designations. Bachelor's degree in Human Resources, Finance, Business, Accounting, or equivalent work experience 7+ years progressively responsible work experience in sales compensation, payroll, accounting, and systems support Prior experience in Sales Compensation Administration Knowledge and/or experience with sales commission schemes, draws, etc Knowledge and/or experience with various sales incentive technology/system platforms Strong analytical skills, attention to detail with an emphasis on quality control of data, with demonstrated ability to problem solve and innovate. Confidence to recommend proposals and implement solutions, work under pressure, and balance multiple assignments and deadlines. Ability to quickly learn TruStage's organization, field and sales team structure, sales incentives and compensation, as well as an understanding of relevant accounting and administration systems, including systems which support sales incentives and compensation (ex: SAP Commissions/TrueComp, Rep Info Center, Workday). Demonstrated ability to lead and manage large/complex projects Demonstrated ability to delegate work activities to multiple staff and deliver results through team effort Prior general leadership experience with an emphasis on mentoring and developing others Proven ability to communicate in person clearly and effectively and in writing to all levels of the organization and external customers Strong Microsoft Excel/spreadsheet skills required Preferred Qualifications: Additional qualifications sought beyond the minimum job requirements 2+ yrs management experience preferred Insurance or Brokerage industry experience preferred Knowledge of Credit Union marketplace preferred Knowledge or experience with administering incentives for Financial Advisors preferred Working experience with SAP Commissions/TrueComp system platform preferred Certified Compensation Professional (CCP) or Certified Sales Compensation Professional (CSCP) via WorldatWork preferred Prior experience in Sales Incentive Plan Design/Re-Design preferred Proficiency in Microsoft Access Databases preferred Central Time Zone preferred, but Eastern or Mountain will be considered, based on coverage for the sales area. #LI-EG If you're ready to help make a difference, apply today. Please provide your Work Experience and Education or attach a copy of your resume. Applications received without this information may be removed from consideration. Compensation may vary based on the job level, your geographic work location, position incentive plan and exemption status. Base Salary Range: $102,200.00 - $153,300.00 At TruStageTM, we believe a sound, inclusive benefits program is of vital importance, along with a flexible workplace that allows for work-life balance, career growth and retirement assistance. In addition to your base pay, your position may be eligible for an annual incentive (bonus) plan. Additional benefits available to eligible employees include medical, dental, vision, employee assistance program, life insurance, disability plans, parental leave, paid time off, 401k, and tuition reimbursement, just to name a few. Beyond pay and benefits, we also recognize that flexibility, including working in a place you prefer, is essential to caring for our employees. We will continue to strive to offer flexibility and invest in technology and other tools that will make hybrid working normal rather than an exception, so that when “life happens,” you can focus on what's most important. Accommodation request TruStage is a place where everyone can bring their best self and thrive. If you need application or interview process accommodations, please contact the accessibility department.

Are you passionate about making a difference in people's lives? Do you enjoy working in a service-oriented industry? If so, this opportunity may be the right fit for you! Modivcare is looking for an experienced Equity and Executive Compensation Manager to join our team! This position is responsible for driving the design and strategic direction of executive and broad-based compensation programs, execution of the compensation strategy, and providing program leadership in managing a comprehensive range of compensation initiatives. The role involves steering program development, ensuring alignment with organizational goals, and delivering advanced analytical insights to inform decision-making and optimize compensation outcomes across the organization. This role... Leads the design, development, and execution of executive compensation strategies that align with company goals and market trends. Leads strategic analysis and review of compensation programs to optimize alignment with business objectives and ensure legal compliance. Leads strategic initiatives and market analysis to optimize compensation program design, ensure competitive positioning based on best practices, and support departmental reorganization or re-evaluation efforts. Advises leaders on strategic pay decisions that enhance employee engagement and align with overall business strategy. Fosters strategic partnerships to ensure effective execution of compensation programs across business functions. Advises on the strategic design of incentive, sales, and reward programs to drive organizational performance. Ensures that sales compensation programs align with strategic goals, maintain internal equity, and adhere to compliance standards. Leads the development and execution of compensation policies aligned with company objectives. Represents the team in cross-functional meetings and other forums, providing back-up coverage for the team leader or team members as applicable. Monitors the company's compensation programs to ensure fairness, consistency, and compliance with applicable laws. Provides project leadership, timelines, and resources to ensure successful implementation of compensation initiatives. Contributes to the development of materials for the Human Capital or Compensation Committee. Collaborates closely with other compensation team members to share knowledge and creative solutions. May lead projects and performs other duties as assigned. We are interested in speaking with individuals with the following... Bachelor's Degree in Business Administration, Finance, Human Resources or related field required. Seven (7) plus years of executive, broad based or sales compensation experience required. Compensation (CCP) and/or Global Remuneration (GRP) certification preferred or working towards attaining accreditation. Workday Compensation experience preferred. Or equivalent combination of education and/or experience. Excellent analytical skills- ability to work with large data sets from multiple sources to build models, provide analyses, and create clear summarized reporting. Strategic perspective with tactical implementation skills. Ability to communicate technical information to non-technical users clearly and concisely. Ability to innovate new solutions, influencing and responding to change. Strong project management skills. Advanced proficiency in Excel, including developing complex models. Must be detail oriented, customer focused, and able to manage multiple projects simultaneously. Strong planning and problem solving skills, excellent attention to detail and accuracy. Excellent verbal and written skills required, including strong presentation skills. Quick to execute Ad hoc projects and adapt to change. Ability to build strong relationships and work cross-functionally with all levels within the organization. Must possess strong interpersonal, organizational, presentation and facilitation skills. Ability to influence management. High level of proficiency in Microsoft Office packages. Demonstrates consistent discretion in handling confidential information. Comprehensive knowledge of EEO, FLSA and other regulations required. Keeps abreast of current trends in total reward strategies. Advanced compensation knowledge required including compliance with any state and/or federal laws and regulatory factors that impact compensation practices. Salary: $111,000 - $149,900 Bonus eligible based on individual and company performance. Modivcare's positions are posted and open for applications for a minimum of 5 days. Positions may be posted for a maximum of 45 days dependent on the type of role, the number of roles, and the number of applications received. We encourage our prospective candidates to submit their application(s) expediently so as not to miss out on our opportunities. We frequently post new opportunities and encourage prospective candidates to check back often for new postings. We value our team members and realize the importance of benefits for you and your family. Modivcare offers a comprehensive benefits package to include the following: Medical, Dental, and Vision insurance Employer Paid Basic Life Insurance and AD&D Voluntary Life Insurance (Employee/Spouse/Child) Health Care and Dependent Care Flexible Spending Accounts Pre-Tax and Post --Tax Commuter and Parking Benefits 401(k) Retirement Savings Plan with Company Match Paid Time Off Paid Parental Leave Short-Term and Long-Term Disability Tuition Reimbursement Employee Discounts (retail, hotel, food, restaurants, car rental and much more!) Modivcare is an Equal Opportunity Employer. EEO is The Law - click here for more information Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled We consider all applicants for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, handicap or disability, or status as a Vietnam-era or special disabled veteran in accordance with federal law. If you need assistance, please reach out to us at ***************************

Description Ardelyx is a publicly traded commercial biopharmaceutical company founded with a mission to discover, develop and commercialize innovative first-in-class medicines that meet significant unmet medical needs. Ardelyx has two commercial products approved in the United States, IBSRELA (tenapanor) and XPHOZAH (tenapanor). Ardelyx has agreements for the development and commercialization of tenapanor outside of the U.S. Kyowa Kirin commercializes PHOZEVEL (tenapanor) for hyperphosphatemia in Japan. A New Drug Application for tenapanor for hyperphosphatemia has been submitted in China with Fosun Pharma. Knight Therapeutics commercializes IBSRELA in Canada. Ardelyx is recruiting a Senior Incentive Compensation Manager. This role leads the design, implementation, and evaluation of the incentive plans and award programs. The role is responsible for working with leadership to align the field compensation strategy with company and product goals/objectives, ensuring fair and motivating rewards for the field team, and analyzing the effectiveness and efficiency of the incentive plans. In addition, the individual is accountable for ensuring the incentive compensation and award programs are fiscally responsible, aligned, administered in a consistent, accurate, timely, and compliant fashion. Reports directly to the Senior Director, Commercial Operations. Responsibilities: Lead and develop the incentive compensation design strategy in collaboration with senior sales and commercial leadership while collaborating with forecasting, analytics, compliance, legal, HR and finance Accountable for administration and operations of IC plans, contests, annual awards, payout calculations and validation, field inquiries, and IC reporting Provide leadership around governance, and approval process for IC plans, contests, and awards Monitor and evaluate the effectiveness and impact of the incentive compensation plans, using data analysis for plan design and scenario modeling, field feedback, and health check audits, and adjusting as needed Collaborate with compliance and legal to ensure compliance with all regulations and policies Identify opportunities to enhance IC design, analytics, admin and operations processes, and implementing solutions (with cross-functional support) for improvement Act as a key point of contact for Commercial field teams including Sales Leadership Qualifications: Bachelor's degree with 8+ years of progressive experience in the pharmaceutical industry including Commercial or Sales Operations and/or data analytics with at least 2+ years' experience focused on field-based incentive compensation plan development and/or administration. Prior experience planning and managing sales incentive compensation plans, contests and award programs Well versed in field incentive compensation plan design, goaling methodologies, processes, and techniques Experience working with biotech/pharmaceutical commercial physician/patient/payer data (IQVIA, SP, RX, Claims), data warehouse vendors, and analytics reporting tools/platforms (Power BI or other) Highly proficient with MS programs (Excel, PowerPoint, etc.) and BI platforms (Tableau, Power BI) Demonstrated success to work cross functionally in achieving approvals and deadlines for communicating IC plans, goals and payouts Strong leadership, communication, and interpersonal skills, and the ability to work effectively across various stakeholders to ensure alignment and support for design strategy Excellent analytical, problem-solving, and decision-making skills, and the ability to use data and metrics to evaluate and improve the incentive compensation plans Demonstrated on-stage presence and presentation skills with the ability to communicate complex concepts and ideas to leadership and the sales force in an easy to understand and relatable terms Strong ability to multitask, prioritize, delegate and manage shifting strategies, tactics, and responsibilities in a dynamic, cross-functional teamwork environment Willingness to travel to meet with Sales and Commercial team and key stakeholders The anticipated annualized base pay range for this full-time position is $122,000-$149,000. Ardelyx utilizes industry data to ensure that our compensation is competitive and aligned with our industry peers. Actual base pay will be determined based on a variety of factors, including years of relevant experience, training, qualifications, and internal equity. The compensation package may also include an annual bonus target and equity awards, subject to eligibility and other requirements. Ardelyx also offers a robust benefits package to employees, including a 401(k) plan with generous employer match, 12 weeks of paid parental leave, up to 12 weeks of living organ and bone marrow leave, equity incentive plans, health plans (medical, prescription drug, dental, and vision), life insurance and disability, flexible time off, annual Winter Holiday shut down, and at least 11 paid holidays. Ardelyx is an equal opportunity employer.

WHO WE ARE IMT is proud of our heritage and will never forget where our roots are firmly planted. Locally run from its office in West Des Moines, Iowa, IMT has been a Midwest company since it was founded in Wadena, Iowa in 1884. That s 140 years! Today, IMT continues to offer a strong line of personal and commercial insurance products for which it has always been known, along with exceptional service for a competitive price. Our products are offered through Independent Agents throughout a six-state territory Iowa, Illinois, Minnesota, Nebraska, South Dakota and Wisconsin. WORKERS COMPENSATION MANAGER IMT Insurance is hiring for a Workers Compensation Manager who will be responsible for directing all claim activity and personnel in the workers compensation department. This individual will report to the VP of Claims and provide ongoing short and long-term planning and strategies for the department and assist with all claim branch operations when needed. If you re interested in learning more about this position, apply online today! A DAY IN THE LIFE Supervise a team of workers compensation professionals; partner on learning, career, goals and provide ongoing feedback on performance. Advise and guide claim representatives in the handling of more complex claim settlements. Accountable for cost control, planning work, results and personnel of workers compensation department. Responsible for more complex claim handling, litigation, subrogation of WC claims. Supervise all litigation associated with workers compensation. Research feasibility and recommend loss control activities for WC accounts. Maintain technical expertise and knowledge of current trends and techniques in the market. Participate in outside activities as they may relate to organizational goals and professional development. Confidentiality and professionalism required at all times. Limited supervision with a wide degree of creativity and latitude required. Initiative and ingenuity applied to business growth and practice. Assist with Sr. Leadership with budget, corporate goals, business growth and development. DESIRED QUALIFICATIONS Ability to read, problem solve and pay close attention to details. Ability to listen and communicate to the customer, both orally and in writing in a professional manner. Maintain technical expertise and knowledge of current trends and techniques in the market. Must possess strong negotiation skills. Ability to advise, guide and lead claim personnel in the handling of workers compensation claim settlements. Must be a self-starter with the ability to evaluate coverage, liability and damages and make independent decisions affecting claim settlements. Ability to provide constructive feedback and have crucial conversations. Must possess the ability to work well with others. Requires a college degree or equivalent, 5+ years of workers compensation claims experience, and 1-2 years of supervisory experience. BENEFITS & PERKS IMT Insurance is committed to our employees and their families. When you work for IMT, you earn far more than just a paycheck. This position includes hybrid and remote work arrangements, learning and development opportunities and more! Below is a list of what IMT offers our employees: Medical, dental, and vision insurance, AD&D insurance, 401K retirement savings accounts, spending accounts, long and short-term disability, profit share, PTO, employee assistant program and additional voluntary benefits. The salary range for this position is $80,000.00 to $141,000.00 This position is not eligible for tips or commission but may be eligible for additional bonuses WHAT DEFINES US Our vision is to provide peace of mind in the moments that matter. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant based on race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class. Our agents and customers come from all walks of life and so do we. Our goal is to hire great people from a wide variety of backgrounds, because it makes our team stronger. If you share our values and our passion for creating a Worry Free life for others, we want to talk to you!

Trusted Service, Dedicated Team, Come & Join Us! MEI Rigging and Crating has grown into one of the largest providers of rigging, machinery moving, millwrighting, mechanical installation, industrial storage, crating and export packing services in the U.S. Our dedication to precision, safety and exceptional customer service remains strong. We believe our people are our best asset, and we are committed to them by providing opportunities for training, development, succession and enrichment. Compensation Manager Position Summary: Serving as the Compensation Manager and as part of MEI's Corporate Administration within the HR department s/he will be responsible for a wide range of HR operational functions in support of MEI Rigging & Crating regional office locations with specific support for compensation programs and administration. What You Will Do: Compensation and Recognition: Conduct wage and compensation surveys and market analysis; assist in development of companywide compensation programs & matrices. Facilitation, development, and execution of recognition & award programs. Monitor the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and corporate objectives; coordinates implementation and provides guidance. Provide advice to managers on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs. Develop techniques for compiling, preparing and presenting data. Supervise the participation in, conducts and/or purchases exempt and nonexempt salary surveys to ensure compensation program objectives are achieved. Manage and facilitate compensation software for MEI. Lead compensation program and provide direction of others, as needed, in managing the day-to-day compensation needs of MEI Provide support and guidance to HR, regional office management, and other staff on compensation policies, guidelines and procedures. Review and reconcile monthly compensation invoicing within monthly deadlines. Manage and administer set ups of approved new or changes to existing compensation plans within HRMS. Keep apprised of federal, state and local compensation laws and regulations to ensure company compliance. General: Active member of the Human Resources team in supporting, defining, creating, establishing and promoting all main functions associated with Human Resources to include recruitment and hiring, benefits & compensation, training and development and employee and manager advisory and support. Work on problems where analysis of data requires evaluation of identifiable factors. Exercise judgment within generally defined practices and policies in selecting methods and techniques for obtaining solutions. Position will require minimal travel to regional offices as needed, such as for compensation program implementation. What You Need to Succeed: Bachelor's degree in HR, Business or equivalent in related field. Minimum of five (5) years' experience in Human Resources at a managerial level in benefits, compensation or HR generalist. Minimum of three (3) years' experience working within HRMS systems. Minimum of three (3) years' experience with compensation program development, implementation and administration. Minimum of one (1) years' experience with compensation benchmarking processes and administration. Must confidentially demonstrate conduct that reflects MEI's Mission and Values as well as appropriate levels of discretion and confidentiality. Excellent interpersonal, communication (written, verbal and presentation), facilitation, project management and integration skills. Demonstrated abilities working as a professional, in a multi-site, multi-state organization. Demonstrated abilities comfortably and effectively support other areas of Human Resources as needed. Possess positive and professional demeanor in support of company human resources and MEI culture. Ability to use Microsoft Office Applications and HRMS software, preferably ADP. Preferred Qualifications: Certified Compensation Professional (CCP) credential. SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), or Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) credentials.

Trusted Service, Dedicated Team, Come & Join Us! MEI Rigging and Crating has grown into one of the largest providers of rigging, machinery moving, millwrighting, mechanical installation, industrial storage, crating and export packing services in the U.S. Our dedication to precision, safety and exceptional customer service remains strong. We believe our people are our best asset, and we are committed to them by providing opportunities for training, development, succession and enrichment. Compensation Manager Position Summary: Serving as the Compensation Manager and as part of MEI's Corporate Administration within the HR department s/he will be responsible for a wide range of HR operational functions in support of MEI Rigging & Crating regional office locations with specific support for compensation programs and administration. What You Will Do: Compensation and Recognition: Conduct wage and compensation surveys and market analysis; assist in development of companywide compensation programs & matrices. Facilitation, development, and execution of recognition & award programs. Monitor the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and corporate objectives; coordinates implementation and provides guidance. Provide advice to managers on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs. Develop techniques for compiling, preparing and presenting data. Supervise the participation in, conducts and/or purchases exempt and nonexempt salary surveys to ensure compensation program objectives are achieved. Manage and facilitate compensation software for MEI. Lead compensation program and provide direction of others, as needed, in managing the day-to-day compensation needs of MEI Provide support and guidance to HR, regional office management, and other staff on compensation policies, guidelines and procedures. Review and reconcile monthly compensation invoicing within monthly deadlines. Manage and administer set ups of approved new or changes to existing compensation plans within HRMS. Keep apprised of federal, state and local compensation laws and regulations to ensure company compliance. General: Active member of the Human Resources team in supporting, defining, creating, establishing and promoting all main functions associated with Human Resources to include recruitment and hiring, benefits & compensation, training and development and employee and manager advisory and support. Work on problems where analysis of data requires evaluation of identifiable factors. Exercise judgment within generally defined practices and policies in selecting methods and techniques for obtaining solutions. Position will require minimal travel to regional offices as needed, such as for compensation program implementation. What You Need to Succeed: Bachelor's degree in HR, Business or equivalent in related field. Minimum of five (5) years' experience in Human Resources at a managerial level in benefits, compensation or HR generalist. Minimum of three (3) years' experience working within HRMS systems. Minimum of three (3) years' experience with compensation program development, implementation and administration. Minimum of one (1) years' experience with compensation benchmarking processes and administration. Must confidentially demonstrate conduct that reflects MEI's Mission and Values as well as appropriate levels of discretion and confidentiality. Excellent interpersonal, communication (written, verbal and presentation), facilitation, project management and integration skills. Demonstrated abilities working as a professional, in a multi-site, multi-state organization. Demonstrated abilities comfortably and effectively support other areas of Human Resources as needed. Possess positive and professional demeanor in support of company human resources and MEI culture. Ability to use Microsoft Office Applications and HRMS software, preferably ADP. Preferred Qualifications: Certified Compensation Professional (CCP) credential. SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), or Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) credentials.

Employee Type: exempt full-time Division: Human Resources Facility: Frederick: ATRF The Frederick National Laboratory is a Federally Funded Research and Development Center (FFRDC) sponsored by the National Cancer Institute (NCI) and operated by Leidos Biomedical Research, Inc. The lab addresses some of the most urgent and intractable problems in the biomedical sciences in cancer and AIDS, drug development and first-in-human clinical trials, applications of nanotechnology in medicine, and rapid response to emerging threats of infectious diseases. Accountability, Compassion, Collaboration, Dedication, Integrity and Versatility; it's the FNL way. PROGRAM DESCRIPTION This is a hybrid-remote position with the Compensation Team in Human Resources (HR), will work across the entire organization and will be a key partner who must foster trust and build relationships effectively to embody the shared vision, mission and values of FNL and HR priorities. The HR Directorate, located in Frederick, MD, provides support to 2400+ employees in the areas of recruitment and staffing, employee relations and counseling, career development, wage and salary administration, and employee benefits. KEY ROLES/RESPONSIBILITIES You will develop and maintain Frederick National Laboratory for Cancer Research (FNLCR)'s overall compensation policies and strategy. FNLCR aspires to be the best-in-class, go-to destination for top biomedical talent. Our rewards strategy is key to ensuring we can attract, retain, and engage talent of this caliber. The compensation manager will ensure we have a competitive yet differentiated plan to win in our talent markets. The scope of this role covers all cash compensation vehicles include base comp for both exempt and non-exempt staff and short-term incentives, as well as cash and non-cash equivalents to support HR programs such as our peer-to-peer recognition program. The scope may extend to assisting Leidos corporate in administration certain long term incentive plans. A primary responsibility of this role will be the development, management, and administration of FNLCR's benchmarked compensation structures for the relevant pay markets in which we compete for top talent. The structure will provide a framework for pricing our jobs, ensuring market competitiveness and ensuring peer equity, Develop and administer FNLCR's rewards strategy and related policies. Using our PayScale platform, identify our applicable pay markets and comp structures within them. Using PayScale's data resources to articulate market dynamics, including identifying micro-markets where competitive pressure may pose a threat to FNLCR's ability to perform. Determining comp structure includes recommending our market positioning, grade structures (or broad-bands), grade-spans, mid-point differentials, policies for promotions and reclassifications, plan comp administration, etc. Maintains FNLCR's Inventory of Authorized Jobs and defines and manages all FNLCR s for using in job pricing, career pathing, staffing. Working with others in the HR team to facilitate career path development. Utilize life sciences industry knowledge and expertise to provide consultation and support to our directorates and other business partners on job architecture and career pathways as well as defining mid-point escalation based on market movements. Partner with HR team members to develop, facilitate, and adhere to project plans associated with career framework initiatives including partnering with HR and the business to operationalize and maintain the framework. Lead and guide career pathway discussions with internal senior leaders. Perform on-going compensation analyses and market pricing, including FLSA testing and classification. Manages compensation events such as annual merit and promotion cycles. Determines the merit budgets and process for merit awards. All other duties as assigned. BASIC QUALIFICATIONS To be considered for this position, you must minimally meet the knowledge, skills, and abilities listed below: Possession of a Bachelor's degree from an accredited college or university (according to CHEA) in HR or related field. Foreign degrees must be evaluated for U.S. equivalency. In addition to the education requirements, a minimum of eight (8) years of progressive compensation experience within an HR function Extensive experience using compensation survey platforms to benchmark current market salary ranges Skilled in designing & evaluating job architecture/career ladders, market price job evaluation, and competitive analysis. Experience with HRIS, Compensation, and/or Job Description Management Systems. Experience building compensation models and conducting pay analysis. Strong knowledge of compensation theory and local, state and federal laws and regulations, such as the FLSA, Equal Pay Act, minimum wage, and overtime. Experience working with, and knowledge of short and long-term incentives. Advanced skills in Microsoft Excel, Word, and PowerPoint; Able to build and navigate complex spreadsheets through the use of formulas, pivot tables, and charts. Ability to work with confidentiality, multi-tasking, leading projects, presenting material to managers, and meeting deadlines. Ability to obtain and maintain a security clearance. PREFERRED QUALIFICATIONS Candidates with these desired skills will be given preferential consideration: Corporate or consulting experience in the life sciences industry (pharmaceutical, biotech, medical devices, etc.). Certified Compensation Professional, Global Remuneration Professional (GRP), or related compensation certification strongly preferred. Thorough knowledge of PayScale's platform. Experience operating in an FFRDC environment. Equal Opportunity Employer (EOE) | Minority/Female/Disabled/Veteran (M/F/D/V) | Drug Free Workplace (DFW) #readytowork

Feedzai is the world's first RiskOps platform for financial risk management, and the market leader in safeguarding global commerce with today's most advanced cloud-based risk management platform, powered by machine learning and artificial intelligence. Feedzai is securing the transition to a cashless world while enabling digital trust in every transaction and payment type. The world's largest banks, processors, and retailers trust Feedzai to protect trillions of dollars and manage risk while improving the customer experience for everyday users, without compromising privacy. Feedzai is a Series D company and has raised $282M to date. With a valuation of +$1.5B, the company's technology protects 900 million people in 190 countries. We believe in the power of our product. We continue to execute and build momentum as we develop our customer base with the world's top banks; we work with four of the five largest banks in the US, acquirers, processors, and merchants. In our fast-paced and open environment, you will be working with a collaborative team spanning across the globe and delivering exceptional results. We are committed to building something extraordinary. Join Us! You: The Manager of Sales Compensation will own the end-to-end sales compensation process. This includes implementing and administering sales compensation plans, as well as serving as the primary point of contact for commissions-related inquiries from the sales team. The ideal candidate is highly analytical, has strong communication skills, and is passionate about driving efficiency and transparency in sales compensation processes. This role will report into the VP of Revenue Operations. Your Day to Day: Implement, and manage sales compensation plans that align with company goals and drive desired sales behaviors. Collaborate with Revenue Operations, Sales Leadership, Finance, and HR to ensure alignment on compensation strategy and policies. Administer the end-to-end sales compensation process, including calculations, plan documentation, and payouts. Issue and maintain accurate and timely compensation plans for all eligible sales team members. Serve as the primary point of contact for commissions-related questions, ensuring timely and clear communication with the sales team. Monitor and analyze sales performance metrics to evaluate plan effectiveness and recommend adjustments as needed. Ensure compliance with all applicable regulations and company policies related to compensation. Drive process improvements to enhance efficiency, accuracy, and transparency in sales compensation administration. Manage compensation-related reporting and analytics for leadership and stakeholders. You Have, You Know-how, You are: 5+ years of experience in sales compensation, finance, or revenue operations, preferably in a SaaS or technology company. Strong understanding of sales compensation structures, including quotas, commissions, and bonus plans. Expert in compensation tools (CaptiveIQ), Salesforce and Excel/Google Sheets/templates. Exceptional analytical and problem-solving skills with keen attention to detail. Excellent communication and interpersonal skills to effectively interact with stakeholders at all levels. Ability to manage multiple priorities in a fast-paced, dynamic environment. Bachelor's degree in business, finance, or a related field; MBA or equivalent experience is a plus. #LI-Remote #LI-JA1 Your First 30-Days at Feedzai: You will be immersed in our brand with training, connections, and one-on-one time with your manager. You may shadow your colleagues virtually or onsite at an office depending on where you work as you are supported through your Feedzai journey. In addition, you will have access to a ton of information to give you history, context, and all the knowledge you can handle about Feedzai and the team. Finally, you will start working on projects and collaborating on work currently being done. We can't wait to have you join the team! Life at Feedzai Instagram Feedzai Culture Feedzai is an Equal Opportunity Employer and we value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Feedzai does not accept unsolicited resumes from recruiters or employment agencies. Feedzai will use the personal data you provide us with by filling out this form for reviewing your application and to potentially negotiate a contract with you. Your personal data will be retained by Feedzai for 24 months following your application. Please see our Privacy Notice available at *************************************************************** and *************************************************************************** for more information on how we process your personal data.

Ardurra is seeking a Compensation Manager to join our team in Dallas, TX! Hybrid/remote work options may be considered for the right candidate At Ardurra, the Compensation Manager is a blend of a strategic and detailed hands-on role responsible for applying and participating in enhancing human resources solutions that align with our growing organization's goals and supporting our culture and a great employee work environment. Ardurra's organic growth and acquisitive growth strategies require a successful Compensation Manager to have a deep understanding of both technical and business aspects to identify and address hidden issues that may impede the company's success. Strong collaboration and communication skills are essential to effectively interact and to positively influence organizational and/or regional outcomes. Job Summary This role will report to the Chief Human Resources Officer, providing direct leadership of our compensation frameworks. You will lead the design, administration, and delivery of these programs, ensuring they align with our organizational goals. The Compensation Manager collaborates with business leaders and HR team to execute initiatives and deliverables that nurture our talent and our business objectives. As part of our quickly growing company, the Compensation Manager also acts as a partner in successful employee acquisition and integration tasks and works closely with the HR team such as the Recruiting team members to support and execute HR hiring activities and HR Business Partners in supporting the regional talent and leadership in support of development and retention strategies. You will collaborate with senior leadership to develop strategies that attract, retain, and motivate top talent while ensuring alignment with our organizational goals and values. This key role involves conducting thorough review and work to resolve any gaps in job families and s, reviewing and refining compensation bands assigned to job families and roles, and conducting detailed job analyses and evaluations for emerging positions. You will ensure best industry competitive insights by utilizing your analytical skills to manage compensation data and compensation surveys to drive strategic decision-making. The ideal candidate will have experience in a professional services or engineering, architectural and construction organization. The right candidate will be energized by the talented individuals who make up our entrepreneurial workforce. Primary Duties Design compensation plans and strategies applying best practices and expertise with willingness to explore innovative approaches in a growing AEC firm that enjoys healthy organic growth as well as acquisitional expansion plans Drive organizational success through compensation strategy with a demonstrated ability to ensure plans remain compliant, and market-aligned and competitive Demonstrate success in designing, building, and implementing effective compensation strategies, policies, and procedures from the ground up, resulting in seamless integration of newly acquired firm employees while supporting employee retention Provide market data expertise with comprehensive ownership of all compensation data and analysis throughout the full employee life cycle, including data reporting, updates, and audits, ensuring data integrity and actionable insights. Provide insights and expertise in building and managing compensation programs, including the use of systems such as UKG with a focus on efficient communication, compensation education for managers, and work in ways that prioritizes scalable processes. Lead and execute critical compensation projects, including job evaluation and redesign, salary analysis, salary structure creation or recreation, incentive plan support and any needed realignment of salary grades and bands, aligning with organizational strategy and goals. Conduct and manage comprehensive industry-relevant compensation benchmarking and survey participation, driving competitive analysis to ensure market-aligned compensation programs. Ensure all compensation programs are compliant with current laws and regulations, minimizing organizational risk and aligning with best practices in the industry. Partner with Finance to establish budgets and forecasts related to compensation expenses. Minimum Qualifications Bachelor's degree in Human Resources, Business, or related field A minimum of 10+ years of experience in compensation analysis Experience with Board of Director level summaries and presentations Experience in applying exceptional mentorship, coaching, project management, and time management skills. Experience with sensitive and confidential information while maintaining strictest confidentiality Experience in complex and technical work environments such as AEC professional services firms Excellent verbal, non-verbal and facilitation communication skills Strong analytical skills to interpret complex data sets and derive meaningful insights that drive strategic decisions Understanding of relevant employment laws and regulations, such as FLSA guidelines, ensuring compliance in compensation practices Advanced proficiency in Microsoft Excel (including V look-ups) and cutting-edge data analysis tools to manipulate and visualize data effectively Experience with compensation design and comprehensive incentive design Experience with job description creation and job classification systems Preferred Qualifications Business acumen with entrepreneurial mindset. Certified HR professional with a robust HR skillset and/or experiences in a high-growth environment. Excellent interpersonal skills, including strong relationship building and change management capabilities. Ability to work independently as well as interdependently with others to deliver exceptional results. Ability to participate in or lead acquisition support activities Experience integrating job definitions into existing or new job library structures successfully. Proficiency with Microsoft Office tools such as Word, Excel, PowerPoint and Teams. Good working knowledge of HR Systems (HRIS) typical functions, creating and using spreadsheets (Excel), and having an “eye for detail.” Excellent project management and organizational skills, with a proven ability to meet tight deadlines. Demonstrated ability to successfully multitask and maintain a high level of accuracy. Ability to work in the office as needed with flexibility to work extended hours for projects. A driving interest to perform at the highest level, continually looking for better answers & new solutions. Excellent analytical, quantitative, project management, communication, problem solving, and influence skills. A demonstrated ability to form excellent working relationships with the business and within HR. Collaborative, experienced with supporting stakeholders and team members in a matrixed environment. Strong experience in interfacing with employee management and operational leadership. Passion for learning about competitors and applying insights to inform HR recommendations for our business. Desire to be on a “winning team” as opposed to a comfortable routine that never changes. Willingness to travel as needed. The right candidate could be located to work remotely with light travel needs. Why Ardurra? While Ardurra offers competitive compensation and rich benefits programs, it is our culture that truly sets us apart from our peers. We nurture a family-like culture, striving to create a work environment that is enjoyable, challenging and rewarding but also fun. We are acutely focused on developing our staff, whether through our internal Ardurra Academy or through our industry-leading Leadership program. We have made a deliberate and focused commitment to nurture a people-centric culture where people are: valued as individuals; supported in their professional and career development with multiple, varied career paths; provided the tools and resources to be successful, engaged, and satisfied in their work; and positive benefits, time-off programs, and flexibility to help maintain a healthy balance between work and home. Ardurra is an Equal Opportunity/ Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, gender identity or sexual orientation. NOTICE TO THIRD PARTY AGENCIES:Ardurra does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Agency Agreement, Ardurra will not consider or agree to payment of any referral compensation or recruiter fee. If a resume or candidate is submitted to any hiring manager without a previously signed agreement, Ardurra reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. These candidates will be considered property of Ardurra. We're not currently looking to add any more agencies to our list of approved vendors, so please do not contact any of our managers or recruitment team with sales calls or details of your candidates. #LI-VT1 Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You'll find an environment that inspires and empowers you to thrive both personally and professionally. There's no one like you and that's why there's nowhere like RSM. The Compensation Manager is responsible for the implementation and administration of job evaluation, salary administration, base compensation, firm bonus, incentive, and recognition programs for the organization based on business strategy. Serves as a consultant to the Acquisition team on compensation related items during due diligence and integration. The role will function as a trusted advisor to internal clients. Responsibilities: Manages participation in and analysis for application of market salary surveys to identify industry trends; oversees the planning components related to compensation program, policy, salary structure and salary zone annual revision, development or re-design, based on analysis. Provides communication and education to field Human Resources. Manages annual salary administration and bonus/incentive implementation process integrating with associated technology and collaborates in in partnership with performance management activities. Responsible for pre and post activities including cost models, planning analysis, communication development, and reporting. Works actively with the Finance team to obtain alignment of compensation budgets and bonus accruals. Provides analysis, advice and education on compensation topics in response to requests from partners/principles, talent professionals, and managers while ensuring compliance with all state and federal regulations. This includes developing and delivering compensation education, communication and resource materials. Serves as a consultant to the Acquisition team for domestic and international acquisitions on compensation-related topics during due diligence and integration phases of acquisition. Manages compensation offer development for campus programs. Acts as the project manager for large scale and/or complex compensation key strategies including needs analysis to a continual changing environment, determination of project milestones, roles and responsibilities and dates, and execution/follow through on plan. Identifies opportunities for efficiencies and improvements in work processes. Reviews and audits jobs for content, classification, level, and salary grade. Keeps apprised of applicable Canada and US federal, state, local compensation laws and regulations to ensure compliance. Ensures compliance with all regulations at state and federal level, including HR trends, best practices, and policy update requirements. Other duties as assigned. Qualifications: EDUCATION/CERTIFICATIONS Bachelor's degree or equivalent experience-required CCP preferred TECHNICAL SKILLS Proficiency with Microsoft Office including Excel, Word and PowerPoint -required Demonstrated project management skills-required Knowledge of state & federal wage and hour regulations-required Strong written, verbal communication and presentation skills-required Critical thinking - required Proven ability to take initiative and operate independently Workday knowledge preferred EXPERIENCE Five+ years' experience in compensation/HR field - required Three years' experience in a management level position which includes supervising a team or project team - preferred LEADERSHIP SKILLS Ability to communicate with tact and diplomacy during the process of educating, mentoring, and coaching staff and management - required Ability to lead, impact, and influence change - required At RSM, we offer a competitive benefits and compensation package for all our people. We offer flexibility in your schedule, empowering you to balance life's demands, while also maintaining your ability to serve clients. Learn more about our total rewards at ************************************************** All applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender; sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at ************ or send us an email at *****************. RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate. RSM will consider for employment qualified applicants with arrest or conviction records in accordance with the requirements of applicable law, including but not limited to, the California Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the San Francisco Fair Chance Ordinance. For additional information regarding RSM's background check process, including information about job duties that necessitate the use of one or more types of background checks, click here. At RSM, an employee's pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range. Compensation Range: $107,900 - $184,800 Individuals selected for this role will be eligible for a discretionary bonus based on firm and individual performance.

Department Shared Services-Miscellaneous Employment Type Full Time Location Dublin, OH Workplace type Fully remote Reporting To Lori Ganim Responsibilities: Qualifications: Benefits: About Verdantas In 2020, we started with a vision to build a consulting company focused on our environment - making the world a better place. We then began to bring together consulting companies that all shared this common focus for a better world with a people-focused approach. Each entity that joins contributes its engineering, planning, science and technical expertise to create One Great Company to solve complex problems. They bring a legacy of excellence, a reputation of honesty and integrity, with like-minded cultures dedicated to inclusion, diversity, and collaboration. Collectively, we are experts in the environment and its supporting infrastructure who are committed to a people-focused future. Our efforts positively impact the communities we are welcomed into, our employees are allowed to balance their everyday lives, they are encouraged to grow into who they wish to become - all while putting our clients and the community we live in at the center of our actions.

Baptist Health Medical Group is looking for a Provider Compensation Manager to join our Provider Compensation Department. This is a work from home position that requires residency in KY or IN. Responsible for all financial aspects of provider compensation including compensation and productivity financial analysis, monitoring pay in compliance with compensation plans, policies and contracts, market compensation survey participation, and internal/external reporting. Responsible for general and ad-hoc compensation analyses and serves as the subject matter expert on provider compensation matters providing consultation, modeling and contract analysis to regional operations leaders. Essential Functions: Model new complex compensation plans Monitors and reviews status of provider contracts Calculates provider compensation and accruals Summarization and communication of the results of research/analysis of provider payroll issues Analyze compensation data to identify trends, disparities, and areas for improvement, providing insights to inform compensation decisions. Maintain and calculate provider compensation plans, including base pay, productivity-based incentives, and quality-based bonuses Accrue for quality, productivity, APC supervision and other compensation obligations Actively engage and provide compensation information to providers on an individual basis Work with Contracting/ Operations/ HR on specific issues resulting from compensation administration challenges Accountable for delivering difficult yet essential updates to providers Ensure practices and policies comply with legal and regulatory requirements such as pay equity, Stark's Law, Anti-kickback laws, FMLA, and HIPPA Qualifications: Bachelor's degree in Accounting or Finance required 3+ years of work experience in payroll accounting, general accounting, or finance field Preferred experience in provider compensation planning Advanced knowledge of Excel If you would like to be part of a growing family focused on supporting clinical excellence, teamwork and innovation, we urge you to apply now! Baptist Health is an Equal Employment Opportunity employer.

See yourself at Twilio Join the team as Twilio's next Sales Compensation Manager! Who we are & why we're hiring Twilio powers real-time business communications and data solutions that help companies and developers worldwide build better applications and customer experiences. Although we're headquartered in San Francisco, we have presence throughout South America, Europe, Asia and Australia. We're on a journey to becoming a global company that actively opposes racism and all forms of oppression and bias. At Twilio, we support diversity, equity & inclusion wherever we do business. About the job Twilio is looking for a Manager of Sales Compensation to join our Sales Compensation team. In this role you will act as a trusted advisor for the Sales Organization in providing insight into performance results, project managing our Sales Compensation program, policies and Annual Planning process with stakeholders, and guiding Leadership through complex compensation cases. You will develop an intimate understanding of our Sales Incentive plans and policies and build strong partnerships with sales leaders and managers to address their needs and concerns. In addition, you will ensure employee data and the resulting payments are accurate and are able to provide dashboards and governance reporting used with Sales Leaders and cross-functional partners. This role is critical in providing tailored support and enhanced engagement to our Sales teams to motivate them to succeed. You are right for this role if you are a results-oriented leader, with a people focused mindset. An individual who is motivated to tackle complex problems, has a "can do" attitude, and is comfortable asking questions. You are also skilled at people management, and hope to drive your team to peak results through building your team careers. You're experienced in Leadership communication and have strong pattern recognition skills that you can use to create working definitions and rules. Responsibilities In this role, you'll: Manage the team who is interacting with the Sales Team daily. Develop relationships with your business partners and be the first point of contact to address Compensation questions and concerns from the Sales Organization Possess an intimate understanding of our sales incentive programs, systems, and policies Generate Sales Compensation dashboards for internal and external stakeholders to provide visibility. Articulate complex calculations or concepts into easily digestible explanations, provide incentive statement and reporting enablement, and resolve escalations Manage quotas, employee, and hierarchy data from cross-functional teams to ensure precise Xactly set up and accurate compensation payments Analyze sales performance results and key compensation metrics by crafting executive presentations for company leadership and stakeholders Qualifications Not all applicants will have skills that match a job description exactly. Twilio values diverse experiences in other industries, and we encourage everyone who meets the required qualifications to apply. While having “desired” qualifications make for a strong candidate, we encourage applicants with alternative experiences to also apply. If your career is just starting or hasn't followed a traditional path, don't let that stop you from considering Twilio. We are always looking for people who will bring something new to the table! Required: 5+ years of experience in Sales Compensation in Software / Technology industry 2+ years of Sales Compensation results visualisation (Tableau is a +) Process oriented: capable of developing high level analysis of data integrity issues Intimate understanding of sales incentive programs Excellence in structuring complex problems, developing solutions, and crafting recommendations concisely and effectively Desired: Experience in Xactly or other Sales Incentive management programs Excellent project and program management skills Detail oriented with strong interpersonal and communication (written and verbal) skills Ability to quickly learn and navigate complex data models Ability to influence and build effective working relationships with all levels of the organization Location This role will be remote, but is not eligible to be hired in CA, CT, NJ, NY, PA, WA. Travel We prioritize connection and opportunities to build relationships with our customers and each other. For this role, approximately 10% travel is anticipated to help you connect in-person in a meaningful way. What We Offer There are many benefits to working at Twilio, including, in addition to competitive pay, things like generous time-off, ample parental and wellness leave, healthcare, a retirement savings program, and much more. Offerings vary by location. Twilio thinks big. Do you? We like to solve problems, take initiative, pitch in when needed, and are always up for trying new things. That's why we seek out colleagues who embody our values - something we call Twilio Magic. Additionally, we empower employees to build positive change in their communities by supporting their volunteering and donation efforts. So, if you're ready to unleash your full potential, do your best work, and be the best version of yourself, apply now! If this role isn't what you're looking for, please consider other open positions. *Please note this role is open to candidates outside of Colorado, California, New York,Washington and Washington D.C. The information below is provided for candidates hired in those locations only. The estimated pay ranges for this role are as follows: Based in Colorado, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, Vermont or Washington D.C.: $126,000.00 - $157,500.00. Based in New York, New Jersey, Washington State, or California (outside of the San Francisco Bay area): $133,400.00 - $166,700.00. Based in the San Francisco Bay area, California: $148,200.00 - $185,200.00. This role may be eligible to participate in Twilio's equity plan and corporate bonus plan. All roles are eligible for the following benefits: health care insurance, 401(k) retirement account, paid sick time, paid personal time off, paid parental leave. The successful candidate's starting salary will be determined based on permissible, non-discriminatory factors such as skills, experience, and geographic location within the state. Applications for this role are intended to be accepted until March 14, 2025 but may change based on business needs. #LI-Remote Twilio is proud to be an equal opportunity employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Qualified applicants with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. Additionally, Twilio participates in the E-Verify program in certain locations, as required by law. Twilio is committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. If you need assistance or an accommodation due to a disability, please contact us at accommodations@twilio.com.

**Human Resources Services, Redwood City, California, United States** Human Resources Post Date Jan 09, 2025 Requisition # 105608 **Stanford University is one of the world's premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives.** **Stanford University Human Resources (UHR) is seeking an Associate Compensation Analyst who will directly support clients regarding compensation design, implementation, and administration and other compensation-related issues. Provide assistance on compensation policy, practices and compliance and represent Stanford compensation practices. Conduct and participate in salary surveys, and perform various analyses for purposes of market pricing, salary program development, variable pay, pay structures and job evaluations. The ideal candidate will have experience working in a large, decentralized organization with complex collaboration and distributed authority. This role will report to the Senior Director of Compensation for Staff, Executive and Global compensation.** **We are open to a hybrid work arrangement (a combination of onsite and work from home). The number of days may occasionally fluctuate subject to business need, but the expectation is that this position will be onsite a minimum of 2 days/week. The onsite work location is Stanford Redwood City Campus, 505 Broadway, Redwood City, California.** **JOB PURPOSE:** **Analyze foundational elements of compensation programs, plans and philosophies and assess university and/or school/unit approaches and positioning in relation to findings. Assist with development, implementation and administration of compensation programs, as assigned. Provides support through analytical research, coordination of compensation processes, interpretation and application of compensation policies, practices and guidelines. Advise HR managers and line managers on straightforward matters related to the university's and/or school's/unit's compensation policies, programs, and practices.** **CORE DUTIES*:** + **Gather data to be used during Salary Survey participation and assist in the process.** + **Assist with and follow established procedures during Market Analysis process.** + **Prepare first draft of s.** + **Under a moderate level of guidance and using established procedures, evaluate jobs for proper leveling.** + **Assist customers in the Salary Planning process.** + **Help team members gather information to provide guidance and recommendations, where needed, on compensation processes, policies and procedures.** + **Manage compensation websites, including Cardinal at Work, Manager Toolkit and HR toolkit.** + **Manage the Job Creation process in all systems (including Taleo and HRIS) and manage the Job Description Library.** + **Conduct Audit and Reporting: Download monthly reports and conduct various audits, including reports of exemption status, job review of jobs reserved to UHR Staff Compensation, minimum wage exemption status and remote worker agreements.** + **Maintain temporary/casual employee structure and compensation tables.** + **Govern remote work process management and offer assessment.** + **Administer the Market Pay system.** + **Assist the compensation team in preparation of data and schedules in advance of Committee and other HR Leader meetings.** **_*Note: The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned._** **_MINIMUM REQUIREMENTS:_** **_Education & Experience:_** **_Bachelor's degree and three years of experience, or a combination of education and relevant experience._** **_Knowledge, Skills and Abilities:_** + **_Strong, fundamental computer skills in word processing, spreadsheet and presentation platforms._** + **_Effective communication (verbal and written) and presentation skills._** + **_Foundational analytical, critical thinking and computational/statistical data skills._** **_Preferred Knowledge, Skills and Abilities:_** + **_Requires conceptual knowledge of theories, practices, and procedures within human resources/compensation._** + **_Performs a high volume of routine compensation assignments._** + **_Has working knowledge of fundamental compensation theories, principles, and practices._** + **_Receives guidance and mentorship from more senior level roles who may or may not directly supervise this position._** + **_Uses existing procedures and exception guidelines to solve routine or standard problems._** + **_Entry level to a professional career progression._** **_Certifications and Licenses:_** **_None_** **_PHYSICAL REQUIREMENTS*:_** + **_Frequently stand/walk, sit; frequently use and perform desk based computer tasks, grasp lightly/fine manipulation._** + **_Occasionally use a telephone, write by hand, sort/file paperwork, twist/bend/stoop/squat, reach/work above shoulders, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds._** + **_Rarely kneel/crawl._** **_*Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of the job._** **_WORKING CONDITIONS:_** **_Occasional travel on campus to schools/units._** **_WORK STANDARDS:_** + **_Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations._** + **_Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned._** + **_Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide,_** **_********************************* **_._** **_The expected pay range for this position is $78,880 - $89,000 per annum. Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs._** **_At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website_** **_(_** **_******************************************************* **_)_** **_provides detailed information on Stanford's extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process._** **_Why Stanford is for You_** **_Imagine a world without search engines or social platforms. Consider lives saved through first-ever organ transplants and research to cure illnesses. Stanford University has revolutionized the way we live and enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Our culture and unique perks empower you with:_** + **_Freedom to grow. We offer career development programs, tuition reimbursement, or course auditing. Join a TedTalk, film screening, or listen to a renowned author or global leader speak._** + **_A caring culture. We provide superb retirement plans, generous time-off, and family care resources._** + **_A healthier you. Climb our rock wall or choose from hundreds of health or fitness classes at our world-class exercise facilities. We also provide excellent health care benefits._** + **_Discovery and fun. Stroll through historic sculptures, trails, and museums._** + **_Enviable resources. Enjoy free commuter programs, ridesharing incentives, discounts and more_** **_Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources at_** **_************************_** **_. For all other inquiries, please submit a contact form._** **_Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law._** Additional Information + **Schedule: Full-time** + **Job Code: 4667** + **Employee Status: Regular** + **Grade: I** + **Requisition ID: 105608** + **Work Arrangement : Hybrid Eligible**

COMPENSATION ANALYST - (T224943) Description Compensation Analyst General Responsibilities: The Compensation Analyst is a vital member of the Human Resources Compensation team, responsible for supporting the development and maintenance of our institution's compensation programs. This role involves conducting market research, performing data analysis, and assisting with the implementation of compensation strategies to attract, retain, and motivate top talent. The ideal candidate will have a foundational understanding of compensation practices, market trends, salary survey methodologies, and related technologies. Success in this role requires effective collaboration with staff, faculty, leadership, and team members. Key Duties & Responsibilities: · Support Compensation Programs: Assist in the design, implementation, and maintenance of comprehensive compensation programs that align with institutional goals and market standards. · Market and Equity Analysis: Conduct market analysis and internal equity reviews to ensure competitive and fair compensation practices. · Salary Surveys: Participate in salary surveys using market pricing systems to maintain current market data for informed compensation decisions. · Review: Collaborate with academic and administrative departments to review and evaluate job descriptions, ensuring alignment with job structures and responsibilities. · Compensation Trends and Compliance: Stay updated on compensation trends, regulatory changes, and best practices to recommend continuous improvements. · Data Analysis and Reporting: Use HRIS and other information systems to analyze large data sets, leveraging tools such as pivot tables to identify trends, gain insights, and develop reports and charts. · Collaboration: Work closely with staff, faculty, leadership, and team members to support effective compensation strategies. · Special Projects: Assist with special projects and analyses as requested to support the organization's compensation goals. · Additional Duties: Perform other related duties as assigned to support the team and organization. Salary Range: $54,000 - $67,000 Qualifications - External Minimum Requirements: Bachelor's degree in human resources, Business Administration, Finance, Information Technology, or a related field. At least one (1) year of relevant experience in compensation or a related area. Work experience cannot be substituted for the educational requirement. Preferred Skills and Competencies: · Strong analytical and data interpretation skills. · Proficiency in spreadsheet software and data analysis tools. · Excellent communication and interpersonal skills. · Ability to work effectively in a team-oriented environment. · Knowledge of compensation principles and labor market trends. · Familiarity with HR processes and compliance requirements. Work Location: This position is based onsite at the UAB office in Birmingham, Alabama. Hybrid/remote work arrangements may be considered after six months of employment, subject to performance and departmental needs. UAB is an Equal Employment/Equal Educational Opportunity Institution dedicated to providing equal opportunities and equal access to all individuals regardless of race, color, religion, ethnic or national origin, sex (including pregnancy), genetic information, age, disability, religion, sexual orientation, gender identity, gender expression, and veteran's status. As required by Title IX, UAB prohibits sex discrimination in any education program or activity that it operates. Individuals may report concerns or questions to UAB's Assistant Vice President and Senior Title IX Coordinator. The Title IX notice of nondiscrimination is located at uab.edu/titleix. Qualifications Bachelor's degree in Human Resources, Business, Finance or a related field and one (1) year of related experience required. Work experience may NOT substitute for education requirement. Primary Location: UniversityJob Category: Human ResourcesOrganization: 114920000 CompensationEmployee Status: RegularShift: Day/1st ShiftWork Arrangement (final schedule to be determined by the department/hiring manager): Remote/Hybrid Eligible

About JM Brassill Group, A Division of Patriot Growth Insurance Services: JM Brassill Group Inc. is a New York based employee benefit insurance and consulting firm. Our commitment to this insurance specialty distinguishes us from our competitors who sell multiple lines of insurance coverage. We are dedicated to establishing ourselves as a well respected firm in the insurance industry that specializes in the employee benefit arena. We are guided to reach our goals by the basic principles of honesty and fair play. Position Overview: We are looking for an experienced large group, Employee Benefits Account Manager to join our growing team! As the Account Manager you will ensure delivery of exceptional service to clients and prospects by acting as their primary service contact and actively managing their accounts. You will work with our Producers to ensure overall client satisfaction on all aspects of their employee benefit offerings and manage clients day-to-day needs. Work Arrangement: This is a remote position that supports our office located in Melville, NY. Computer equipment will be provided by the company upon hire. Professional Responsibilities: Partner with clients to help identify their business long-term employee benefits goals and develop a strategic plan to achieve them. Strategically plan, execute, and drive benefits plan renewal timelines with the Producers to ensure minimal hold ups. Assist with day-to-date client needs timely as well Perform annual renewal negotiations with the carriers, renewal plan selection and other renewal functions as needed. Present clients with options to enhance their benefits package, including voluntary benefits, and cross-selling opportunities to enhance their package via renewal. Ensure that the implementation and transition processes for all carrier changes are handled smoothly with minimal disruption and communicate any major issues/changes. Responsible for the renewal checklist and meets with the Producers to discuss the renewal timeline. Conduct employer presentations (phone/webinar/in-person) in a consultative, logical, professional, and informative manner. Assess clients understanding and attitude during meetings and presentations, encouraging feedback, and adjusting accordingly. Assess the nature of a problem quickly, understands thoroughly the expectations of the client, consistently meets those expectations through viable solutions in a timely manner. Proactively respond when a potential problem is discovered and assist the client with any escalated employee benefit issues. Enter notes in CRM system after all meetings, contacts, etc. to ensures follow up issues are handled timely and communicated to client. Keep team informed and communicates thoroughly and clearly with all team members concerning client issues, renewals, and proactive work. Positively influence the team members and mediate concerns, offer encouragement and praise, promote engagement, and build good working relationships. Qualifications and Requirements: 4-6 years of Account Management experience with self-funded, large groups Occasional travel required to conduct in-person client open enrollment meetings NY Life & Health license Employee Navigator experience preferred Excellent interpersonal and communication skills (both oral and written) Proficient with use of Microsoft Office Suite and products A passion for being part of a team that drives our company to industry leadership Ability to establish and maintain effective working relationships with both peers and clients Authorized to work in the U.S. without sponsorship About Patriot Growth Insurance Services: Founded in 2019, Patriot is a growth-focused national insurance services firm that partners with employee benefits and property and casualty agencies across the United States. Patriot is ranked as the 24th largest broker in the U.S. by Business Insurance and has been named to the 2023 Inc. 5000 list of fastest-growing companies. With more than 2,000 employees operating in over 160 locations across 47 states, Patriot's collaborative model delivers resources and strategic support to its agencies. Patriot creates true alignment with its partner agencies, and its operating philosophy fosters enhanced career opportunities for its dedicated and professional team. We are committed to working with like-minded individuals who share our vision of creating an insurance agency focused on operational excellence and a relentless pursuit of growth. Patriot offers the opportunity to be a part of a fast-growing company since its inception. We strive to create a flexible and collaborative environment for our employees, and our goal is to provide enhanced career opportunities for our dedicated and professional team. In addition to a competitive salary, we provide a comprehensive health and welfare program to employees, family members and domestic partners. Employees are eligible for benefits coverage the first of the month following 30 days of employment. We offer: Medical, Dental, and Vision Benefits Flexible Spending Account (FSA) and Health Savings Account (HSA) and Commuter Transit Programs Company paid Short-Term Disability, Long-Term Disability and Group Term Life Company paid Employee Assistance Program Paid Parental Leave Paid holidays Personalized PTO 401 (k) Pay Range: $80,000 - $90,000 depending on experience. A wide salary range is posted for this position and any job offer is based upon a salary analysis to comply with the required state pay transparency law. The salary analysis considers relevant experience, education, certifications, and seniority as compared to others doing substantially similar work. There is no guarantee an offer will be at the top of the posted range based on the salary analysis. Patriot Growth Insurance Services is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, citizenship or immigration status, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, leave of absence, compensation, benefits, and training. Patriot makes hiring decisions based solely on qualifications, merit, and business needs at the time. For more information, read through our EEO and DE&I Policy located on our website at *******************