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Manager, Compensation and Human Resources Analysis
SAG-AFTRA
Los Angeles, CA
Uh oh, this posting was removed on 6/13/2016 9:06:00 AM PST
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POSITION PURPOSE:
The Manager, Human Resources Analysis and Compensation is responsible for the design, implementation, maintenance, and administration of SAG-AFTRA's compensation programs as well as provides analysis of human resources programs and initiatives.
ESSENTIAL DUTIES & RESPONSIBILITIES:
This section provides a general summary of the most significant job duties performed. It does not explain in detail every single duty performed.
-Develops and/or participates in compensation surveys to collect and analyze competitive salary information to determine company's competitive position.
-Under general supervision, implements, designs, and administers long-term incentive programs.
-Under general direction, assists with the development, implementation, and administration of compensation programs; to include the administration of performance appraisal and salary administration programs.
-Reviews proposed salary adjustments to established guidelines, policies, and practices.
-Formulates recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures.
-Reviews requests for new or revised job classifications to determine appropriate salary grade assignment, and /or increase, if applicable
-Reviews existing and proposed statutory requirements governing compensation and recommends appropriate courses of action.
-Functions as resource for inquiries regarding merit increases, equity increases, and cost of living adjustments.
-Reviews prospective and promoting employee's offer recommendations for approval.
-Maintains SAG-AFTRA's organizational chart.
-Audit's SAG-AFTRA jobs for content, and prepares job descriptions reflecting job responsibilities, activities, duties and requirements.
-Maintains, and reconciles SAG-AFTRA's job description catalog.
-Composes, and updates job descriptions as needed in accordance with SAG-AFTRA and, Union negotiated contracts.
-Creates HR metrics, reports and dashboards based on business requirements to determine and prioritize strategic priorities.
-Provides HR data analysis for strategic planning and decision making
-Analyzes, assess and interprets HR data to inform HR Leadership of trends.
-Reviews and reconcile the gaps, overlaps, and inconsistencies among varied data sets and reporting tools.
-Functions as a subject matter expert for projects requiring HR data, reporting, and analysis.
-Assists with employee retention reports, as well as exit interview, and employee satisfaction survey data when needed.
-Functions as a resource for trends, analyst and legal updates regarding the Fair Labor Standards Act, Wage and Hour laws, -Department of Labor, and Total Rewards.
-Prepares annual compliance reports to include; EEO1 reporting.
-Collaborates with the payroll department on various tasks and projects.
REQUIRED KNOWLEDGE, SKILLS & ABILITIES:
(The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of this job with or without reasonable accommodation, using some other combination of skills and abilities.)
-Understanding of key financial metrics, ability to create internal programs and procedures
-Ability to consider financial ramifications; understanding of key statistical concepts.
-Must have excellent analytical ability, and be able to compile complex data to create reports and/or materials to be used in making -decisions for change within the organization.
-Solid knowledge of the Fair Labor Standards Act, and Wage and Hour laws.
-Proficient with Excel and PowerPoint to include creation of spreadsheets, charts, and graphs.
-Ability to apply in-depth knowledge of HR processes in assessment of data and development of metrics,
-Effective verbal and written communication skills that clearly convey detailed and complex information and ideas.
-Ability to develop solutions to a variety of complex problems, which require the regular use of ingenuity and innovation.
-Superlative interpersonal skills; high degree of patience and tact, with the ability to establish and maintain respectful, strategic and collaborative relationships with people of diverse backgrounds within the organization and externally.
-Holds self and others accountable for a high level of performance and unquestionable integrity.
-Can operate effectively at both a strategic and a detailed level.
-Capable of working effectively under pressure, and to organize, prioritize and coordinate multiple tasks under daily deadlines.
-Capable of taking direction from more than one manager in an environment where constructive feedback is encouraged.
-Able to use PC applications and accurately.
-Have an understanding and awareness of worker rights impacting SAG-AFTRA members.
-Must maintain regular and acceptable attendance at such level as is determined at SAG-AFTRA's sole discretion.
-Must be available and willing to travel to such locations and with such frequency as SAG-AFTRA determines is necessary or desirable to meet its business needs.
MINIMUM QUALIFICATIONS:
Education and/or Experience:
-Bachelors' Degree with a minimum 2-5 years within a Human Resources Analyst, or Compensation focused role or 6-10 year working experience.
-10% Travel is required.
-Experience in a union environment preferred.
Don't worry we have a lot of jobs on the site like this one;
Browse all jobs
Browse the Human Resources Category
Search for Manager, Compensation and Human Resources Analysis jobs in Los Angeles-CA
POSITION PURPOSE:
The Manager, Human Resources Analysis and Compensation is responsible for the design, implementation, maintenance, and administration of SAG-AFTRA's compensation programs as well as provides analysis of human resources programs and initiatives.
ESSENTIAL DUTIES & RESPONSIBILITIES:
This section provides a general summary of the most significant job duties performed. It does not explain in detail every single duty performed.
-Develops and/or participates in compensation surveys to collect and analyze competitive salary information to determine company's competitive position.
-Under general supervision, implements, designs, and administers long-term incentive programs.
-Under general direction, assists with the development, implementation, and administration of compensation programs; to include the administration of performance appraisal and salary administration programs.
-Reviews proposed salary adjustments to established guidelines, policies, and practices.
-Formulates recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures.
-Reviews requests for new or revised job classifications to determine appropriate salary grade assignment, and /or increase, if applicable
-Reviews existing and proposed statutory requirements governing compensation and recommends appropriate courses of action.
-Functions as resource for inquiries regarding merit increases, equity increases, and cost of living adjustments.
-Reviews prospective and promoting employee's offer recommendations for approval.
-Maintains SAG-AFTRA's organizational chart.
-Audit's SAG-AFTRA jobs for content, and prepares job descriptions reflecting job responsibilities, activities, duties and requirements.
-Maintains, and reconciles SAG-AFTRA's job description catalog.
-Composes, and updates job descriptions as needed in accordance with SAG-AFTRA and, Union negotiated contracts.
-Creates HR metrics, reports and dashboards based on business requirements to determine and prioritize strategic priorities.
-Provides HR data analysis for strategic planning and decision making
-Analyzes, assess and interprets HR data to inform HR Leadership of trends.
-Reviews and reconcile the gaps, overlaps, and inconsistencies among varied data sets and reporting tools.
-Functions as a subject matter expert for projects requiring HR data, reporting, and analysis.
-Assists with employee retention reports, as well as exit interview, and employee satisfaction survey data when needed.
-Functions as a resource for trends, analyst and legal updates regarding the Fair Labor Standards Act, Wage and Hour laws, -Department of Labor, and Total Rewards.
-Prepares annual compliance reports to include; EEO1 reporting.
-Collaborates with the payroll department on various tasks and projects.
REQUIRED KNOWLEDGE, SKILLS & ABILITIES:
(The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of this job with or without reasonable accommodation, using some other combination of skills and abilities.)
-Understanding of key financial metrics, ability to create internal programs and procedures
-Ability to consider financial ramifications; understanding of key statistical concepts.
-Must have excellent analytical ability, and be able to compile complex data to create reports and/or materials to be used in making -decisions for change within the organization.
-Solid knowledge of the Fair Labor Standards Act, and Wage and Hour laws.
-Proficient with Excel and PowerPoint to include creation of spreadsheets, charts, and graphs.
-Ability to apply in-depth knowledge of HR processes in assessment of data and development of metrics,
-Effective verbal and written communication skills that clearly convey detailed and complex information and ideas.
-Ability to develop solutions to a variety of complex problems, which require the regular use of ingenuity and innovation.
-Superlative interpersonal skills; high degree of patience and tact, with the ability to establish and maintain respectful, strategic and collaborative relationships with people of diverse backgrounds within the organization and externally.
-Holds self and others accountable for a high level of performance and unquestionable integrity.
-Can operate effectively at both a strategic and a detailed level.
-Capable of working effectively under pressure, and to organize, prioritize and coordinate multiple tasks under daily deadlines.
-Capable of taking direction from more than one manager in an environment where constructive feedback is encouraged.
-Able to use PC applications and accurately.
-Have an understanding and awareness of worker rights impacting SAG-AFTRA members.
-Must maintain regular and acceptable attendance at such level as is determined at SAG-AFTRA's sole discretion.
-Must be available and willing to travel to such locations and with such frequency as SAG-AFTRA determines is necessary or desirable to meet its business needs.
MINIMUM QUALIFICATIONS:
Education and/or Experience:
-Bachelors' Degree with a minimum 2-5 years within a Human Resources Analyst, or Compensation focused role or 6-10 year working experience.
-10% Travel is required.
-Experience in a union environment preferred.
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