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  • 05/03/2022 8:44 AM | Holly Mertens (Administrator)

    Compensation Analyst or Senior Compensation Analyst

    Hybrid Work Schedule

    $67,288 - $118,222

    Oversee and administer the County’s compensation programs to support the overall Total Compensation strategy and to effectively attract, reward and motivate the County’s workforce. Great salary, benefits and hybrid work schedule! Apply by May 8.

    Learn more and APPLY HERE

  • 05/03/2022 8:42 AM | Holly Mertens (Administrator)

    Salary range $85k - $106k


    The Compensation Analyst will shape policies that reward employee contributions. Knowledge of Elevations goals and analysis of data will be used to guide every aspect of our compensation programs ensuring our pay plans are equitable, competitive, fiscally viable, and in accordance with state and federal laws. This role evaluates base salary, variable compensation, recognition and other rewards for use and deployment throughout the organization. The role will collaborate directly with leaders and HRBPs to determine consistent and fair compensation approach. This role directly impacts our ability to attract and retain the best talent and therefore help our organization to flourish.

    Essential Functions Include:

    Lead the design, implementation and execution of compensation structures including base pay, variable pay, merit-based pay increases.

    Works with HRBPs to ensure job descriptions for each position in the organization accurately reflect the work being performed by incumbents while ensuring regulatory compliance.

    Leads annual salary planning, budgeting and merit processes

    Evaluates jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.

    Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.

    Creates data models to perform statistical analysis of salary ranges against benchmarks to stay ahead of compensation trends and retain a competitive market position.

    Evaluates internal pay equity and provides leadership with observations and any recommended actions.

    Classify job descriptions for all current and open positions, working in conjunction with hiring managers to define duties and responsibilities

    Conduct annual and ad-hoc surveys, evaluate data integrity, summarize results, produce reports and present findings to decision makers

    Keep up with pending changes that will affect hiring, earnings and benefits, such as adjustments to minimum or living wage

    Evaluate payment change requests from department heads and provide final approval or denial within standard time frames

    Partners with Finance and Business Intelligence teams to create models and projections for variable compensation programs, showing annual and fiscal impact for each alternative

    Maintains variable compensation program documents and participant eligibility

    Researches total reward trends in similar industries; based on findings, recommends changes or updates to the company’s existing Total Rewards strategy.

    Develops and presents compensation training for managers and employees to understand organization pay practices and pay transparency.

    Performs other related duties as assigned.

    Manages the maintenance and updating of our internal Compensation Tool (payFactors).


  • 04/26/2022 8:22 AM | Holly Mertens (Administrator)

    Alvarez & Marsal (A&M) is a global professional services firm specializing in performance improvement and business advisory services. A&M delivers specialist operational, consulting, and industry expertise to management and investors seeking to accelerate performance, overcome challenges, and maximize value across the corporate and investment lifecycles. Founded in 1983, the firm is known for its distinctive restructuring heritage, hands-on approach, and relentless focus on execution and results.

    A&M’s Compensation & Benefits practice is currently seeking an Equity Plan Administration Specialist who will work with a team of professionals to assist our clients with the administration of their equity compensation plans, as well as various other compensation and benefits matters. When you join us you will gain unique experiences and valuable knowledge working across capabilities, sectors and have the opportunity to take control of your career progression.

    As an Equity Plan Administration Specialist, you will focus on completing day-to-day equity administration tasks for our clients, managing client employee communications, and managing grant, vest, and distribution processes, while also identifying opportunities for our team to assist clients with additional compensation and benefits projects, including complex tax and accounting issues that may arise from the equity compensation program and providing advice in regard to establishing and maintaining a best-in-class equity administration function. With this position, you will further your analytical and communication skills while adding value for our clients by helping solve their complex problems.

    Primary Responsibilities Include:

    Processing day-to-day equity administration tasks, such as daily activity communications and responding to client stakeholder requests

    Managing client employee communications within the stock administration function in collaboration with client stakeholders

    Managing equity plan event administration, including grant, vest, distribution, and employee termination processes

    Plan compliance management, including monthly, quarterly, and/or annual reconciliations, plan share authorization usage tracking, internal process control documentation, and external audit control documentation

    Drafting, reviewing, and revising internal process and procedure documentation for all aspects of plan administration

    Maintaining Section 16 Officer beneficial ownership tracking spreadsheets to account for grant, vest, distribution, and outside purchase and sales activity

    Preparing and filing Section 16 Officer SEC disclosures (i.e., Forms 3, 4, and 5)

    Assisting clients with preparation of equity plan-related materials for periodic SEC disclosures, including Forms 10-Q, 10-K, and Annual Proxy filings

    Assisting client stakeholders with the preparation of requested equity plan-related materials, such as board of director presentations, employee education materials, tally sheets, etc.

    Helping review and improve administration processes with regard to risk and efficiency

    Assisting in the design of annual long-term equity incentive awards

    Providing support for administration platform identification, evaluation, selection

    Assisting with administration platform transitions, including new system setup and data export, import, reconciliation, and validation


    Bachelor’s degree required

    Minimum of 1 year of experience providing equity administration services

    Certified Equity Professional (CEP) certification is a plus

    Familiarity with equity administration platforms (e.g., Fidelity, EquityEdge, Shareworks, ComputerShare, OptionTrax, Certent, BAML, etc.)

    Ability and willingness to learn how to administer equity plans on multiple administration platform technologies

    Solid PC skills, including Microsoft Windows and Office applications, especially Excel, Word and PowerPoint

    Excellent verbal and written communication skills and ability to articulate complex information

    Strong analytical skills

    Ability to simultaneously work on several projects and effectively manage deadlines

    High motivation to learn and grow

    Compensation Statement:

    The total compensation is based on level, years of experience, location, education, certifications, cost of living, and several other factors. The total compensation range is a good faith estimate with non-guaranteed discretionary elements.

    Total Compensation Range (inclusive of discretionary annual incentive): Low: $80,000 - High: $135,000

    Benefits Summary:

    Regular full-time and part-time employees (working at least 30 per week) are entitled to an allotment of paid time off comprised of vacation, sick, and personal time as determined by their position and length of service.

    Apply Here

  • 04/01/2022 9:26 AM | Holly Mertens (Administrator)

    Compensation Manager

    Ardent Mills


    Remote CO

    The Compensation Manager is responsible for full oversight and administration of the compensation function for Ardent Mills. This role will ensure the elements of compensation are aligned with the total rewards model to inspire, support, and reward our team members across our facilities and office locations. The compensation manager will be tasked with ensuring our compensation program offerings are competitive, and equitable, to award our team members against the company strategic objectives, core values and to bring our Promise to life. Serve as a hands-on manager to identify opportunities and provide innovative solutions related to our fixed and variable pay offerings. A successful candidate will possess detailed analytical mind set with a strategic focus on long-term and large-scale solutions.

    A successful candidate will have the following attributes:

    The ability to deliver results in first-time situations by inspiring others and working to earn trust every day.

    The willingness to serve others with understanding, respect, and care.

    The ability to operate with simplicity, clarity and transparency.

    The willingness to effectively deal with and drive change.

    The ability to organize, prioritize and own multiple tasks while meeting and/or exceeding deadlines.

    The ability to learn and apply new technology, with the willingness to share knowledge with others.

    Above all you will be expected to carry out all your activities with reliability, integrity, compliance and in a safe, environmentally responsible, and efficient manner.

    Your responsibilities

    Design, evaluate and modify compensation offerings to ensure that programs are current, competitive, and in compliance with legal requirements.

    Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.

    Administer, direct, and review team member compensation programs, including the integration of programs following mergers and acquisitions.

    Direct preparation and distribution of written and verbal information to inform employees of compensation and pay policies.

    Manage the requirements for Workday configurations and other tools to assist People Managers utilize Workday to help guide them through compensation decisions.

    Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.

    Partner with VP HR for information regarding legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.

    Plan, direct, supervise, and coordinate work activities of subordinates.

    Prepare annual budgets for workforce planning, operations and supporting functions.

    Further develop and improve the existing salary structures across all levels of the organization including frontline production team members up to executive leadership.

    Serve as an internal consultant on all things compensation; partnering with HR stakeholders, managers, and leadership to develop, implement and administer compensation policies and programs.

    Ensure alignment of incentive/reward elements with strategic objectives and operational performance metrics.

    Proactively research and analyze internal and external data to determine our competitive position using Workday. Take the analysis of this data to make recommendations to leadership on programmatic changes.

    Support the annual compensation review process; coordinate manager planning activities in Workday, assist in the administration of planning guidelines and deliverables, and ensure that all recommendations adhere with budget constraints, equity, and pay for performance culture.

    Evaluate tools and resources to support and execute market pricing for newly created positions by facilitating a comparative analysis on roles within the respective industry.

    Maintain ownership of the management and administration of all short and long-term incentive programs. Where warranted, lead in the development and/or redesign of these programs.

    Monitor the effectiveness of existing compensation practices and recommend changes that are cost-effective and consistent with compensation trends and company objectives.

    Provide advice to business leaders on pay decisions, policy interpretations, and job evaluations.

    Develop and deliver presentation materials and communications that simplify complex compensation philosophy into understandable manager and employee guidance.

    Conduct training as needed in relation to compensation practices and provide resources and information related to regulatory compliance for managers.

    Oversee the participation in salary surveys and monitor salary survey data to ensure corporate compensation objectives are achieved.

    Required Skills & Experience

    Bachelor’s degree in business, HR or related field

    Minimum of 5 years’ experience setting and managing compensation strategy and structures

    Experience managing compensation programs for organization with large non-exempt workforce, preferably in manufacturing or related industry

    HRIS systems proficiency, specifically in Workday preferred

    Proven working knowledge of all federal, state, local and provincial regulations related to wage and hour laws

    Strong analytical skills and ability to interpret and communicate data

    Proactive solution-oriented problem solver with mindfulness of the big picture

    Strong prioritization, project management, planning and organization skills

    Outstanding judgment, maturity, and integrity in handling sensitive and/or confidential information

    Proven ability to lead, influence, and coach others toward a common goal

    Ability to stay current on trends, best practices, regulatory changes, and new technologies in compensation to provide practice and process improvements across the business

    Effectively communicates complex information to all levels of the organization

    Excellent computer skills including Microsoft Excel, Word, Access, PowerPoint, and Outlook

    Good to have

    Certified Compensation Professional (CCP certification)

    SHRM certification

    3+ years of Workday experience

    Apply HERE

  • 03/31/2022 4:55 PM | Holly Mertens (Administrator)

    Company: City of Aurora

    Salary to be commensurate with experience.

    The hiring range for this position is $69,102 - $86,377 Annually

    This position offers a hybrid work environment that includes remote and in-office work.

    This position will be open until filled- The first screening of applicants will occur on March 18th then, on a weekly basis moving forward.


    Creates, implements, and supports the execution of the compensation and classification programs

    Gathers, and analyzes appropriate level of data for job evaluations and reclassifications, internal and external market comparisons, department reorganizations, collective bargaining and makes appropriate recommendations

    Comfortable with advising others, making recommendations, as well as successfully communicating and guiding all levels of staff including management team when addressing all compensation and classification related items

    Conducts job evaluations through questionnaires, interviews, market surveys and internal equity

    Collect and analyze market and benefit data needed for collective bargaining

    Partner with department to development job descriptions including criteria for education, experience and training as well as, knowledge, skills, and abilities needed to successfully perform in the position

    Partner with department leadership team to develop and review step and career path plans for employee growth and retention

    Identifies, analyze, and recommends solutions for various compensation relation concerns across the organization, monitoring implementation until the issues have been improved or resolved

    Identifies and analyzes internal equity, compression, turnover, retention, and recruitment challenges, to provide recommendations for corrective action

    Ensures compliance with federal and state laws, including reporting requirements

    Provides objective interpretation, guidance and assistance on city policies and procedures to managers, supervisors and employees

    Conducts training to other HR staff and departments in changes in program related policies, personnel procedures and classification programs

    Provides pay recommendations for all new hires, promotions, transfers, reclassifications, acting or detail assignments, and demotions

    Work with departments to determine the need and implementation of certification and bonus pay programs

    Implement year end processes which will include: annual increases, Collective Bargaining pay adjustments, variable hour conversions, minimum wage adjustments, Council Appointee performance evaluations, Mayor and City Council annual adjustments, and On the Spot and High-Performance Bonuses

    Conduct citywide market analysis and adjustments if necessary

    Update and maintain the city’s Pay Table and ensure it is accurately identified in our HRIS system

    Partner with departments to create new positions through market research, evaluations of job descriptions, and classification details to ensure proper fit within our current structure

    Respond to and conduct external surveys as needed

    Performs additional duties and special projects as assigned



    Bachelor’s degree in human resources, business/public administration, or related field


    At least 5 years in the human resource profession in the area of compensation

    An equivalent combination of education, training, and experience that demonstrates required knowledge, skills, and abilities may be considered.


    Human Resource processes and procedures and the interaction between all divisions (i.e. Talent Acquisition, Benefits, Employee Relations, HRIS, Training, Risk Management)

    Salary surveys

    General compensation best practices


    Gather, analyze data and make appropriate recommendations

    Present in front of medium to large groups; to include executive staff

    Establish and maintain effective working relationships with employees, managers and citizens

    Handle sensitive situations with tact and diplomacy

    Demonstrated consistent, high accuracy of detail, and accurate math calculations and keep detailed records

    Set priorities and work with minimal supervision

    Interact knowledgeably with staff and public in person, email and by phone


    Has demonstrated strong interpersonal and customer service skills within HR and across the organization

    Strong Excel skills for data gathering and analytical purposes

    Personal computer and related software applications including word processing, data base and spreadsheet applications

    Problem solving and out of the box solutions

    License, Certificates or Equipment Required:

    Equipment: Frequently uses standard office equipment including personal computers, calculators and copy/fax machine

    Apply Here! 

  • 11/17/2021 9:53 AM | Kristie Rossi (Administrator)

    As the Sr HRIS Analyst you will be responsible for Workday functional system maintenance, optimization, configuration, testing and analysis. This role will partner with internal and external business stakeholders to increase business efficiencies and automate business processes through the Workday platform. This person will be a critical part of our HRIS team, leveraging Workday to deliver solutions that enable the business to accomplish goals related to the strategy at Ardent Mills. This role will serve as a Subject Matter Expert (SME) for the assigned support areas of Recruiting, Talent, and Learning and ensure that Workday serves the needs for all users.

    Your Responsibilities

    Responsible for configuration and maintenance of the Workday system including business processes, reports, data loads, integrations, eligibility rules, calculated fields and security.

    Leverage business knowledge and expertise to identify and track opportunities for process and operational improvements, advise stakeholders on options, risks, and any impacts on other processes or systems.

    Analyze and recommend enhancements to business processes and other aspects of system configuration to streamline HR operations and optimize efficiency while ensuring data integrity.

    Lead HRIS and Workday projects and enhancements, taking full ownership of managing the work, deadlines and resources to ensure successful completion.

    Collaborate within Workday Community and area user groups to research and resolve issues and to proactively remain informed about Workday changes, alerts and enhancements.

    Coordinate and perform system testing to ensure requirements are met and system upgrades/releases are implemented smoothly, including tracking and resolving all issues.

    Create and maintain documentation for all processes including end-user training and job aids.

    Provide creative solutions to difficult business problems that are not clearly defined or where limited information is available.

    Build Workday reports, dashboards, and scorecards including proficient use of calculated fields, charts and graphs.

    Share responsibility for the design of HR reporting, metrics and analytics.


    Minimum of 7 years HR experience with 2 to 5 years Workday HRIS experience required.

    Ability to understand how to best utilize Workday functionality to meet the business needs as well as identify impacts across the Workday platform.

    Solid understanding of HR functional areas, compliance regulations and business processes.

    Excellent interpersonal, collaboration, analytical and complex problem-solving skills.

    Communicate effectively with cross-functional teams, explain complex concepts, bring business insights, and drive process improvements.

    Strong analytical skills and attention to detail.

    Proactive solution-oriented problem solver with mindfulness of the big picture.

    Strong prioritization, project management, planning and organization skills.

    Ardent Mills is headquartered in Denver, CO. This role can be 100% remote.

    **The successful candidate will be expected to commit to a periodic presence in the Denver HQ office, the frequency of which is open to discussion with the hiring manager.

    EEO Commitment

    At Ardent Mills, everyone matters and everyone has a voice. We are committed to providing an environment of mutual respect where equal opportunities are available to all applicants and team members and the decisions will be based on merit, competence, performance, and business needs. We are proud to be an equal opportunity employer. We do not discriminate on the basis of race, color, religion, creed, national origin, aboriginality, ancestry, marital status, sex, sexual orientation, gender identity or expression, physical or mental disability, pregnancy, genetic information, veteran status, age, political affiliation, or any other non-merit characteristic protected by law or not. Together, celebrating our differences, we make Ardent Mills.

    The preceding position description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this position. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees in this position. The description, duties, functions, and responsibilities are subject to change at the discretion of Ardent Mills.


    We provide market-driven base pay, based on skills, abilities, and level of experiences. Our salary ranges are broad, and individual salary will be market competitive based on a candidate’s unique set of skills and level of experience. The starting range for this position is $78,143.10 - $104,223.36, with additional earning potential possible commensurate with experience, + Incentive Bonus. Additionally, we believe that our team members are the reason for our success and all team members are incentive eligible with a target based on contribution, company performance, and individual results achieved. While the specific bonus plan and target amount will be determined based on the role and breadth of contributions, the targeted bonus plan and targeted percentage amount for this role is Bonus - MIP, 10% Annual: Individual Target.


    At Ardent Mills we offer a wide range of benefits to our team members and their eligible family members. Some of our great benefit programs you may be eligible for include: • Medical, Dental and Vision Coverage• Health and Dependent Savings Accounts • Life and Disability Programs • Voluntary Benefit Programs • Company Sponsored Wellness Programs • Retirement Savings with Company Match • Team Member and Family Assistance Program (EAP) • Paid Time Off and Paid Holidays • Employee Recognition Program with Rewards (RAVE).

    Apply Here

  • 11/17/2021 8:25 AM | Kristie Rossi (Administrator)

    Responsibilities & Qualifications

    The Sr HRIS Analyst will provide HR data management for the Human Resource function across multiple systems. This position will involve assisting with implementations, maintenance, and troubleshooting computer applications. The ideal candidate will help drive efficiency as P2 Energy optimizes its global HR processes, and may partner with Finance and IT to support workforce analytics. Although the Sr HRIS Analyst will rely on instructions and pre-established guidelines to perform the functions of the job, they will be responsible for working independently and exercising independent judgment to complete the job tasks across multiple HR functions. The individual must be flexible and committed to working in a fast paced company; have proven communication and organizational skills; and be willing and able to focus on both internal and external customer service to meet business needs.

    Provides internal end-user support and engages with system providers to resolve issues and gain insights to effective solutions to business needs.

    Research and resolve high level LMS + HCM platform functionality issues.

    Establish and maintain strong vendor relationships to accomplish a variety of objectives, including escalation of critical issues and troubleshooting of critical HCM platform functionality.

    Support global users and regional business units to customize elearning resources and recommendations on platform

    Duties & Responsibilities:

    Have broad learning opportunities to understand the business environment and the technical environment of our HR systems. These systems include but are not limited to Cornerstone for Performance Management and Talent Development, iCims for Talent Acquisition, Great Plains HRIS, and PayScale for Compensation.

    Provide support for HR systems including researching and resolving HR system problems, unexpected results or process flaws; perform scheduled activities; recommend solutions and alternate methods to meet requirements.

    Develop user procedures, guidelines, training materials and documentation. Train clients and new users on new processes and functionality.

    Assist in development of standard and complex reports for on-going internal customer needs. This could include metric reporting, scoreboard/dashboard reporting, executive presentations, and ad-hoc reporting.

    Maintain awareness of current trends in HR systems with a focus on product and service development, delivery and support, and applying key technologies. Examine trends in information systems, materials and techniques, and make recommendations regarding new processes and systems to improve efficiency.

    Coordinates system related projects and process improvement: integration implementations, enhancements and upgrade activities HR processes, policies and practices that impact accuracy and efficiency

    Ensures system and data integrity via routine audit reporting and collaboration with team to implement needed process improvements

    Supports day-to-day HRIS user requests and responds to help desk inquiries as assigned, and solicits feedback as necessary.

    Coordinate, conduct, and lead internal user group meetings and communication to share best practices on system functionality.

    Help create, manage and enforce LMS system standards, policies, and procedures.

    Maintain data integrity rules and processes for the LMS.

    Maintain overall course catalogs, the content that is deployed and the related security.

    Provide recommendations and implement systemic process improvements.

    Evaluate, recommend and pilot new technologies regarding LMS platform as appropriate.

    Participate in LMS vendor User Group meetings, training and periodic annual conferences.

    Assists in documentation and provides training to department level LMS admins.

    Set-up scheduled offerings, assign, schedule, edit, cancel, close classes, etc.

    Test and validate software updates provided by the LMS vendor

    Test/analyze system reports, troubleshoot end-user issues

    Run/schedule learning activity reports for instructors and managers

    Test configurations for future training deployment

    Monitor staging and live system notifications to make sure they deploy properly per schedule.

    Configure, test and deploy notifications


    Technical Ability:

    Strong technical, analytical, and problem solving skills

    Excellent interpersonal, written and verbal communication skills

    Ability to interact effectively within a small team

    Ability to work in a fast paced environment, meet deadlines, and deliver on schedule

    Planning and organizational skills to manage medium and large projects and/or participate as a team member on larger projects

    Ability to learn and work with multiple software applications

    Create end-user friendly, concise job aids and support materials for system tasks Demonstrated ability to lead working groups and drive consensus around standards and review.

    Demonstrated skill in administering and supporting systems with internal and external customers.

    Demonstrated skill in working with relational data and relational databases, and developing and running queries and designing basic reports.

    Ability to learn quickly, independently, and to problem solve.

    Ability to communicate clearly and effectively with other internal staff as well as external partners.

    Demonstrated attention to detail.

    Ability to organize time effectively, determines priorities, and move work forward independently.

    Ability to multi-task and deliver on several initiatives at one time.

    Demonstrated track record of effectively managing projects on time and on budget.

    Ability to create reports, advanced Excel including pivot tables, vlookup, and other more advanced reporting skills preferred.


    BA/BS HR, Business Administration or related field

    6+ years experience

    Belief in the P2 Way:

    The P2 Way (P2’s core values):

    Always be learning

    When in doubt, talk it out

    Show up and follow up

    Create positive energy

    Think beyond

    Please note: Assessment testing may be required for this position.

    The minimum salary for this position has been established at $67,400.00 in Colorado. P2 is headquartered in Denver, Colorado, retains multiple office locations globally, and employs approximately 500 people. We offer a casual work environment, comprehensive benefits plan, generous PTO, and a competitive compensation package. We’re proud of our positive and inclusive culture designed around the philosophies of mutual respect, hard work, and a commitment to excellence. P2 is dedicated to individual and corporate growth opportunities.

    P2 fosters a creative environment that promotes engagement through awareness and training, helps managers address and encourage conscious inclusion, and breaks down stereotypes and perceived barriers to advancement opportunities for all underrepresented groups. P2 supports pay and promotion equity; maintains inclusive benefit programs for all family structures, gender/gender identity and expression, sex, sexual orientation, religion, race, origin, age, or disability; and promotes a working environment that seeks balance in life through commitments to family, community service, and outside interests.

    We participate in the E-Verify program, a service of DHS and SSA, and P2 is an Equal Employment Opportunity employer.

    Apply Here

  • 09/20/2021 11:58 AM | Kristie Rossi (Administrator)

    This Senior Compensation Program Manager will be a key team member of the Total Rewards team, gaining exposure to market data and salary surveys to understand the importance of market information and analytics to help recruit, motivate and retain employees. You will lead the design of compensation programs and procedures. You will ensure our total rewards programs motivate and reward our employees for their contributions, driving DISH into the future. You will work on enterprise projects and be a part of the global total rewards team


    • Partner with peers and external business partners to develop a communication plan which engages employees in understanding their compensation, benefits, and how the business and employee partnership works to achieve strategies and goals
    • Manage Compensation life cycle events and special projects with a strong attention to detail and strict adherence to timelines
    • Take lead in managing all salary survey input and trend questionnaires. Assist with annual market analysis
    • Gather market data and provide analysis to assess the competitiveness of our current compensation packages
    • Serve as lead consultant preparing analyses and recommendations in preparation for executive meetings
    • Research and analyze market trends and best practices, report findings and provide recommendations for enhancements
    • Take a lead role in the annual compensation programs and analysis with the Salary Review Program, Bonus plans, and Equity plans
    • 5-7 years of experience in HR, specifically with Compensation experience
    • Very strong excel skills
    • Strong attention to detail and data accuracy
    • Demonstrated team player with the ability to balance many different projects and deliverables
    • Ability to maintain confidentiality and handle highly sensitive information
    • Outstanding initiative with very good customer service and interpersonal skills
    • Excellent organizational and project management skills
    • Experience working in an entrepreneurial culture as well as a larger, established company desired; previous experience with executive compensation plans and packages and/or incentive planning a plus

    Compensation: $90,000.00/Yr. - $130,000.00/Yr.

    From versatile health perks to new career opportunities, check out our benefits on our careers website.

    Employment is contingent on Successful completion of a pre-employment screen, which may include a drug test.

    Apply Here

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