BACA Job Hotline

• Manage benefits plan strategy, design, development, and budgeting for the Americas (U.S., Latin America and Canada), with particular focus on U.S.health and productivity, time off, disability, worker's compensation, and annual open enrollment.
• Partner with regional rewards to formulate the plan design, funding, and prioritization for Latin America and Canada benefit plans.
• Provide leadership and guidance to staff of benefits specialists.
• Collaborate and partner with finance, legal, international HR, HR Business Partners, and external vendors and consultants.
• Evaluate vendor proposals and effectively negotiate with suppliers. Partner with Procurement, IT, Finance, Data Privacy, Security and benefits staff to effectively manage RFP's on an annual basis.
• Prepare presentation of business cases and proposals for executive management review, ensuring such proposals are competitive and compliant and meets Sun's fiscal responsibility.
• Ensure compliance of benefit programs with the regulatory and legal requirements as well as company philosophy and guidelines.
• Participate in and manage market competitive analyses to understand competitive trends and strategic implications in support of Sun's business objectives.
• Partner with vendors and internal HR to solve escalated benefits related business problems and effectively communicate to employees and/or managers
• This position is located in Menlo Park, CA

MARGINAL FUNCTIONS:

• Travel

Safeway Inc., a Fortune 100 Company, is one of the largest food and drug retailers in North America. The Safeway family of brands includes some of the most prominent brands in food retailing, with a growing base of loyal shoppers. Thanks to the professionalism, diversity, spirit and friendliness of our people, we are thriving in locations across the U.S. and Canada.

We provide an exciting, dynamic work environment with a strong emphasis on teamwork. Our employees build relationships by working closely together and by participating in our many Diversity Network groups and the Employee Association.

We are excited to announce an opportunity for a Sr. Compensation Analyst in The Corporate Human Resources Department, located in Pleasanton, California.

• Leads in the development, design, implementation, administration and maintenance of the organization's compensation programs and provides advanced level consultation to HR and line managers within assigned client groups reinforcing Safeway’s compensation policies and philosophy.
• Recommends course of action for pay related inquiries based on thorough internal and external analysis.
• Reviews current and prospective jobs for content to ensure proper leveling based on relative internal and external scope.
• Develops strong partnerships and provides broad consultation to HR team and line management to understand their business units and positions; identifies and resolves compensation issues.
• Formulates ongoing recommendations regarding development of Safeway’s salary structure, FLSA exemptions, job revisions and organizational structures using relevant compensation survey data.
• Initiates discussions on new ideas and provides input to areas on new practices to support Safeway’s goals, objectives and business strategies.
• Responsible for the execution of Safeway’s merit and bonus programs. Using seasoned project management skills, leads one or more cyclical projects throughout the year and measures effectiveness of compensation programs to ensure objectives and client needs are being met.
• Conducts thorough post implementation reviews following major projects/cyclical processes.
• Prepares survey submissions to collect and analyze competitive salary information in order to benchmark Safeway’s competitive market.
• Conducts internal job comparisons, market analysis and recommends grade assignments for new and revised jobs.
• Researches and develops compensation structures, plan improvements, processes and administrative guidelines.
• Develops cost models for approval and implementation.

This position is a point person/liaison for Wholesale Banking Compensation Consultants for Total Compensation Consulting needs (base, bonus/incentive, LTI (stock options)). This is an internal compensation consultant working in the Wells Fargo Corporate Compensation Group. The primary role of this position is to partner with and assist the Wholesale Line of Business Compensation Consultants with the development of base salary structures, pricing and FLSA classifications taking an enterprise-wide view point and offering guidance based on Corporate Compensations policies/procedures. Additionally, assists with the design of complex line of business incentive compensation plans. Provides incentive compensation legal and regulatory guidance (Reg R, NY Labor Law, 409A, etc) working with the Wells Fargo legal team. Acts as the liaison between corporate compensation and the Wholesale compensation consultants relaying relevant and up to date data regarding compensation related guidance, trends, legislation, FLSA related issues, compliance, programs, timeframes, special projects, etc. May also lead or participate in other compensation projects related to developing enterprise-wide policies and procedures and leading their implementation.

Location: San Francisco and/or Minneapolis.

When you touch the lives of millions of people around the world, nothing but the best will do. That’s why The Clorox Company and our subsidiaries look for people committed to work together toward common goals, while taking personal ownership for their decisions and actions. People who believe in maintaining the highest standards of business and professional conduct. People who share our values of strong competitiveness, measuring results and “doing the right thing.” If you want to make your mark in millions of homes and do it where you can feel proud about it, apply now for this opportunity at Clorox:

Position Summary:  Provides subject matter expertise and compensation consulting to assigned client groups in business units. Partners with other compensation consultants in developing and implementing corporate compensation projects such as the base compensation program, short-term incentives, recognition programs, compensation training for managers and employees, and conducting the annual focal process.

Key Responsibilities:

• Serves as compensation subject matter expert and internal consultant to client groups such as Sales, Marketing, Finance & Accounting, R&D, Manufacturing, etc.
• Provides solutions to their compensation related issues relative to salary offers and job evaluations.
• Partners with other compensation consultants and the US Comp Programs Manager to assist in developing the annual compensation program including base pay budgets and annual short-term incentive plan.
• Works with the team to recommend relevant compensation planning tools, change management and communications action plans, survey analyses and structure development, and focal training in support of the compensation focal as part of this overall responsibility.
• Assistance on other corporate wide projects such as the setup of job families, recognition programs, variable pay plans, etc. as assigned.

• Consults with division and product delivery on the development, implementation, communication and administration of incentive plans and programs for our sales representatives, travel agents, and life insurance specialists.
• Contributes to overall compensation philosophy for Sales and Market Mgmt.
• Evaluates results to ensure that plans are motivating the desired results and align with our enterprise goals.
• Participates in the goal setting process and translates product line revenue targets to the sales force.
• Liasions with Legal and corporate compensation.

With over $2B in revenue, Autodesk is ranked the 5^th largest software company in the world and was recently named one of the top performing companies for 2008 in the BusinessWeek 50 Rankings.  Autodesk is a world leader in design innovation technologies for the manufacturing, architecture, construction and media and entertainment industries. Since introducing AutoCAD in 1982, Autodesk has developed a broad portfolio of specialized 2D and 3D Digital Prototyping solutions that give designers, engineers, architects and digital artists the tools they need to create the skyscrapers, bridges, products, games and films that make up our world today.  

The global Autodesk community includes:

·         Our employees: 7,000 staff in more than 60 locations around the globe;

·         Our customers: 9 million users in 160 countries -- 100% of Fortune 100 firms are Autodesk customers;

·         Our ecosystem: 1,700 channel partners and 3,100 development partners;

Twenty-six years ago, Autodesk and AutoCAD changed the world of design by automating drafting. Today we continue to evolve the design process with products used by designers, architects, engineers, and digital artists worldwide. We have been designated one of 2008’s “Most Innovative Companies” by Fast Company Magazine.   Autodesk: Hot technology….Cool place to work.

Title: Manager, Global Compensation Programs #64781

Location: San Rafael, CA

Role/Purpose:

Design, implement and administer compensation guidelines, policies and programs to ensure Autodesk’s ability to attract, retain, and motivate a talented workforce. Manage analysis, design, development, implementation, evaluation and communication of total compensation elements for domestic and/or international employees including base salary, incentives, stock, commissions, and allowances.

Principal Duties and Responsibilities:

*           Manage the planning, design, implementation and administration of Autodesk’s global compensation programs. This includes market pricing, survey selection and participation, software selection and management, base salary structure development, incentive pay and stock programs.

*           Lead cross-functional team to manage annual salary, incentive, and stock planning process. Develop and implement budget recommendations, schedules, milestones and development of tools. Develop and implement communications and training to HR Business Partners and line managers. Manage vendor relationship with online tools provider.

*           Influence managers, HR Business Partners and business leaders to ensure compensation practices are implemented appropriately and aligned with business strategies. Provide coaching, consulting and advice to all levels of management on compensation matters. Present current trends, research and analyses at business leader staff meetings. 

*           Develop and deliver training and communication programs to educate managers and HR Business Partners on compensation strategy and administration with the ultimate goal of self-sufficiency in job leveling and pay decisions.

*           Develop special studies and recommendations to senior management on incentive plans, sales compensation or stock programs. Develop project and communication plans to implement new programs.

*           Develop Autodesk’s job profiles/architecture including purpose, competencies and requirements and their integration with career development models. Manage job coding system. Oversee compliance with statutory requirements.

*           Provide consultation in the development of sales compensation plans and programs. Model and recommend job levels, salary targets and achievement pay accelerators by position.

*           International Compensation - Partner with regional HR/Comp staff to develop all non-U.S. salary structures and non-U.S. merit/promo/adjustment budget recommendations. Consult on compensation matters. Research and report on Total Compensation Program competitiveness, including pay, benefits, social programs, time off, and car plans for International locations.

Autodesk provides one of the most exceptional compensation and benefit packages, including stock options for all employees, 401k matching, six week sabbatical after four years of employment, domestic partner policy, ongoing employee training and development, flexible work hours and more! Autodesk is proud to be an equal opportunity employer that is committed to a diverse workforce.

If you are an extraordinary person who strives for excellence, please submit your resume online at http://www.autodesk.com/careers - Job Req #64781.   Autodesk is proud to be an equal opportunity employer that is committed to a diverse workforce.

ESSENTIAL FUNCTIONS:

Compensation Analyst Provide analytical and administrative support to senior compensation professionals in the Global Rewards and Executive Compensation organizations. Write policies for US pay programs including wage and hour, job leveling, and pay differentials. Using compensation surveys, conduct market analysis for jobs at Sun. Provide input and job matching support to US surveys, as needed. Provide analytical and sustaining support to Sun's job architecture.

MARGINAL FUNCTIONS:

Possible travel within US between Sun Campuses in CA and CO

REQUIRED KNOWLEDGE:

Effective written and oral communication skills Proven analytical skills

PREFERRED KNOWLEDGE:

Good quantitative skills

Seagate Services, a division of Seagate Technology, is seeking a Sales Quota Manager.

Imagine Yourself:

• Designing quota/commission plans that help drive accelerated revenue and gross margin
• Documenting and rolling-up individual sales quotas
• Ensuring that sales quotas meet the Seagate Services revenue and gross margin objectives by allocating appropriate product mix levels within the various sales channels
• Working closely with Finance to ensure that quotas can be tracked and paid on a timely basis
• Being the main driver for implementing quota/commission systems/modules within the CRM system 

When you touch the lives of millions of people around the world, nothing but the best will do. That’s why The Clorox Company and our subsidiaries look for people committed to work together toward common goals, while taking personal ownership for their decisions and actions. People who believe in maintaining the highest standards of business and professional conduct. People who share our values of strong competitiveness, measuring results and “doing the right thing.” If you want to make your mark in millions of homes and do it where you can feel proud about it, apply now for this opportunity at Clorox: 

Position Summary:
Provides subject matter expertise and compensation consulting to assigned client groups in business units. Partners with other compensation consultants in developing and implementing corporate compensation projects such as the base compensation program, short-term incentives, recognition programs, compensation training for managers and employees, and conducting the annual focal process.

Key Responsibilities:

• Serves as compensation subject matter expert and internal consultant to client groups such as Sales, Marketing, Finance & Accounting, R & D, Manufacturing, etc.
• Provides solutions to their compensation related issues relative to salary offers and job evaluations.
• Partners with other compensation consultants and the US Comp Programs Manager to assist in developing the annual compensation program including base pay budgets and annual short-term incentive plan.
• Works with the team to recommend relevant compensation planning tools, change management and communications action plans, survey analyses and structure development, and focal training in support of the compensation focal as part of this overall responsibility.
• Assistance on other corporate wide projects such as the setup of job families, recognition programs, variable pay plans, etc. as assigned.
  
  Visit www.clorox.com/careers and follow the links. You’ll find out about our benefits and opportunities for advancement and learning, as well as our commitment to the communities where we live and work. Then be sure to apply. The Clorox Company and its subsidiaries is an EEO/Affirmative Action employer.
  
  How to apply:  DO NOT use the Apply Online button. Please copy and paste the following link into your browser address bar: http://cloroxcompany.contacthr.com/11117517

Realize Your Potential and Make a Difference in the World
The Human Resources division at Berkeley Lab is looking for a Senior Compensation Analyst. Reporting to the Comp Manager, you will be responsible for the research, design, and implementations of Comp programs.

Here's What You Get To Do:

• Research, design, implement, communicate, and administer compensation programs for exempt, nonexempt, and bargaining unit employees.
• Participate in market surveys, analyze market results, provide recommendations on salary budgets and pay structure design using an extensive knowledge of compensation program modeling, and communicate results to the HR Business Partners, Lab management, and employees.
• Consult with HR Business partners to resolve compensation related issues, implement and communicate compensation programs, and participate on compensation projects. 
• Assist with the administration of the Executive Compensation program.
• Assist with the design and administration of the Lab’s Awards programs.
• Ensure Compensation programs comply with the Department of Energy (DOE) contractual requirements, University of California (UC) requirements, and legal requirements. 

Invest in your career. Invest in your future.

At Union Bank of California, our people are our greatest asset. We are one of the largest banks in California with a longstanding reputation for professional training and career development. In addition to investing in our employees, Union Bank has established a generous community reinvestment program that works to uplift communities and watch them grow. We invest in a diverse workforce as our employees come from many different backgrounds, bringing with them different experiences and perspectives.

Become part of a team where community, diversity, and exceptional service are part of everyone’s job. Invest in you!

The position is responsible for overseeing all incentive payment processing, balancing, audit required filing and incentive payment summary reporting. This includes monthly, quarterly, and annual payments. The position also provides support to other department staff by providing summary reports, ad hoc requests as it pertains to incentive payments and other compensation related data when requested. The position will provide direct support to the SVP of Corporate Compensation & Executive Programs, with primary emphasis on ECBC and Board of Director logistics and distribution of materials.

MAJOR RESPONSIBILITIES:

• Provide executive support to the SVP of Corporate Compensation and Executive Programs. At the direction of the SVP, coordinate meetings and logistics in support in support of the Board of Director’s meetings and the Executive Compensation and Benefits Committee meetings, including organizing and distributing appropriate critical and confidential materials. Will also provide other miscellaneous administrative support to the SVP, including calendar coordination, and travel needs.
• Process all incentive and bonus payments utilizing the HRI processing system. Payments must be processed, balanced, and provided to Payroll in a timely fashion.
• Approvals and documentation must be filed in accordance with internal audit requirements and regularly safeguarded during the processing periods. In conjunction with Executive Compensation, accurately process payments that have a deferral associated with the payments.
• Manage the historical incentive data housed in the HRI system. Validate that incentive information is correctly being passed systematically to the web based salary administration system (Reward). Respond to requests for historical incentive information.
• Utilizing the HRI processing system, provide detailed summary reports on a quarterly basis, detailing bonus payments by plan. Summarize Performance Recognition Program (PRP) details on a quarterly basis, providing business units with allocation utilization.  
• Provide on going reporting to Variable Compensation Consultant and other members of the corporate compensation department when requested, as it pertains to incentive payment information. 
• Provide ad hoc report requests to the Compensation staff when requested. Data includes employee information, base salary and market data information housed in the web based Reward system.

COMPENSATION MANAGER #1077307

NVIDIA is growing our Compensation team!  We are seeking a Compensation Manager to add to our team of experts. Qualified candidates will have experience in the communication and consultation of key compensation activities including job leveling, base pay administration, variable pay programs and equity compensation.  The successful candidate will bring a total rewards perspective, and be able to effectively advocate our compensation philosophy to a variety of internal audiences.

RESPONSIBILITIES:
- Consulting with our HR Partners and with line management team to provide sound judgment and counsel on compensation issues and practices
- Providing analytical support for a wide range of compensation projects designed to support business strategies
- Overall program / vendor management of bi-annual focal review programs
- Developing, documenting, and communicating our compensation programs via our:
  * Internal website
  * New Hire Orientation Program
  * Management Workshops
  * Focal Review Training Programs

Description: Salesforce.com has rapidly evolved from a startup founded by four people in a cramped San Francisco apartment in 1999 to a company with more than 2,500 employees, an $800 Million Annual Revenue Run Rate and over 1,000,000 users worldwide. As a pioneer in on-demand business services, we are transforming the software industry, championing what we call the “democratization” of software—offering small companies the benefits of sophisticated business applications, a luxury previously affordable only for large enterprises. Our customers range in size from tiny companies to global multinational corporations and represent diverse industries. Top talent across the world joins salesforce.com for its “change the world” mentality; the opportunity to excel in a performance-driven, fast-paced, and competitive atmosphere; the chance to be surrounded by peers and leaders that inspire, motivate, and innovate and a corporate philosophy that incorporates community involvement into its fabric.

As a Compensation Analyst, you will provide analytical support for a wide range of compensation projects designed to support business strategies. Design, implement, and administer innovative compensation programs and policies. This may include short- and long-term incentives, reward and recognition programs, benchmarking and survey analysis, emerging trends, new technologies and manager training.



Responsibilities:

• Utilize technical expertise and serve as an internal resource to recruiters, HR Business Partners and managers. Review requests for new or revised classifications
• Coordinates and conducts job evaluations and departmental compensation reviews (market pricing; internal equity; career ladder development).
• Participate in and analyze data from relevant compensation surveys.
• Modeling, statistical analysis and costing of base, incentive and stock programs.
• Coordinate the annual salary review, bonus and stock option programs.
• Analyze and prepare reports for SVP, Human Resources and Executive Team members as needed.

Our client develops markets and sells network-based platforms that enable cable operators and telephone companies, collectively service providers, to offer video services across coaxial, fiber and copper networks.   Our client had it’s successful IPO in March 2007.  It currently has 500+ employees, with offices worldwide. Solutions Partners, Inc. is currently engaged in a search for a “Director of Compensation and Stock” to develop and implement the company's domestic and international compensation strategy.  Duties will include extensive data analysis, metrics definition, report generation and communication with executive management.  This position is based in Redwood City, CA and currently reports to the VP/General Counsel. 

• Reviews, researches and refines industry and competitor data for the purposes of the ongoing development, implementation, and maintenance of the company compensation and stock programs. 
• Reviews job descriptions, job evaluations and salary surveys, salary structures, salary budgets, and collaborates with executive teams to insure the achievement of equitable and competitive employee compensation, both internally and externally.
• Responsible for incentive, stock option, and bonus plan design.   
• Provide expert advice on market and internal equity position of individuals or groups as needed.
• Maintains a working knowledge of federal and state legislation influencing compensation and benefits. 
• Provides initiative by leveraging resources and innovative thinking which generates positive organizational momentum.
• Gains commitment to program strategies by cultivating relationships and collaborating with stakeholders and functional leaders.

Compensation research and analysis, spreadsheet models, report and presentation preparation.  Financial modeling of equity compensation alternatives.  Summary of research, literature review, online searches to support articles, presentations, product development.  Assist with development of proprietary governance analytics model, equity effectiveness model, and corporate transactions services.

Compensation Manager – San Francisco, CA

Position Summary

Working with the Director, Rewards and Performance Optimization, the Compensation Manager will support their assigned line of business and provide consulting on compensation issues and programs to support business objectives and competitive practices, consistent with PG&E’s rewards strategy.

Responsibilities:

• Consult with line management and human resource partners on compensation issues, and pro-actively add value by understanding business issues, analyzing trends, developing solutions, and adding new insight for senior leaders around the use of effective rewards programs and practices
• Lead benchmarking (internally and externally) processes for assigned groups to determine competitive compensation levels
• Lead design of variable pay plans to reinforce the achievement of business metrics
• Conduct market analysis, incentive plan design, policy interpretation, communication, and compliance
• Deliver education programs for PG&E managers and recruiters to enhance understanding of compensation policies and procedures
• Oversee the execution of the annual pay planning process for assigned business units
• Develop strategies and recommendations for competitive reward levels of union positions for  collective bargaining discussions. Participate in labor strategy discussions around reward levels for union jobs.

Partner with business unit and HR colleagues to develop compensation philosophy and programs that drive the organization’s business strategies, growth and people initiatives.  Responsible for compensation programs including salary planning, market pricing, bonus and long term incentive program development, administration, communications and overall measurement of total compensation program effectiveness.

ESSENTIAL FUNCTIONS:

Ø      Develop, implement and communicate company pay philosophy, strategy and pay programs throughout the organization

Ø      Develop collaborative relationships with HR business partners and senior management throughout the organization

Ø      Design, implement, communicate and evaluate all compensation programs (base salary, short and long term incentives, deferred compensation and Board of Director compensation)

Ø      Consult with business units in all areas of compensation

Ø      Provide Executive compensation analysis and support to senior management and the Board of Directors Compensation Committee

Ø      Develop and execute strategies that ensure full understanding of pay practices and philosophies across the company

Ø      Responsible for Market Pricing strategy in support of the business

Ø      Streamline internal processes and develop new systems to support programs

Sr. Global Comp Analyst for one of top two leaders in its field.   Great opportunity for high visibility and growth.  Programs to include: Global HRIS for comp, global grading, leveling and job architecture along with global benchmarking.

Assist in the development, design, implementation, administration and maintenance of the organization’s compensation programs and polices for the various companies.  Provide consultation, research, and analysis on compensation policy and practices in the areas of job evaluation, base salary, variable pay, pay structure, internal equity and compliance issues. As these programs and projects have a global impact and require coordination throughout the organization, you will be expected to develop collaborative client relationships and work effectively to specifically meet business goals and support company goals.

Informatica is the leading provider of data integration and data quality software and solutions. We are a fast paced, rapidly growing enterprise software company in a strong market that is resistant to economic downturn. Our talented Human Resources team has played a significant role in the remarkable growth the company has experienced through creative strategy and strong execution in attracting, retaining and growing talent.

In our organization, you will work for the industry leader, in a growing market place with the smartest minds in the business. If you consider yourself a thought leader and want to be a part of the company who is delivering the strategy for successful businesses today, we invite you to take the next step in your career and join us in leading the future.

Reporting to the Senior Director, Worldwide Compensation, Equity & Benefit Programs, the Manager, Global Compensation will develop and implement global competitive salary, incentive compensation and equity programs and policies in order to attract and retain high caliber talent.

Main Responsibilities:

• Plan and oversee job analysis infrastructure, liaising with HR Business Partners on job description and job evaluation across functions and designing appropriate grading structures.
• Design and develop competitive base salary ranges and variable cash compensation / bonus programs for each function and grade across the company, including executive compensation.
• Create and implement long term incentive compensation programs to retain high potential and senior management talent.
• Manage the design and delivery of all sales incentive plans to deliver business and revenue goals each year.
• Design and develop global equity program guidelines. Establish and monitor annual Equity budget. Summarize grant proposals for BoD review and approval.
• Manage the semi-annual Corporate Bonus Program; provide business with guidelines and support as needed; summarize recommendations for CxO review and approval.
• Responsible for participation in compensation surveys and developing salary ranges and structures to ensure the company’s competitive position.
• Ensure accurate maintenance of employee data through HR Peoplesoft system, liaising with HRIS lead as necessary to ensure updates and system refinements are delivered.
• Develop policies as appropriate to facilitate ex-pat transfers, relocation and short term international assignments.

Scope:

Develop/Manage HR policies/procedures to ensure legal compliance and enhance organizational effectiveness and competitiveness; Run payroll, benefits, and other related programs; lead the company in terms of development, training, and recruiting, employer branding and data management

Accountabilities:

1.       Develop HR policies/procedures

2.       organize and co-ordinate the recruitment and selection of new staff

3.       design and implement staff appraisal systems and develop effective training policies

4.       advise general managers on disciplinary issues

5.   &n