Compensation Program Manager Jobs (NOW HIRING)

ProSidian is a Management and Operations Consulting Services Firm focusing on providing value to clients through tailored solutions based on industry-leading practices.  ProSidian services focus on the broad spectrum of Risk Management, Compliance, Business Process, IT Effectiveness, Energy & Sustainability, and Talent Management.  We help forward-thinking clients solve problems and improve operations. 

Launched by former Big 4 Management Consultants; our multidisciplinary teams bring together the talents of nearly 190 professionals globally to complete a wide variety of engagements for Private Companies, Fortune 1,000 Enterprises, and Government Agencies of all sizes.  Our Services are deployed across the enterprise, target drivers of economic profit (growth, margin, and efficiency), and are aligned at the intersections of assets, processes, policies and people delivering value. 

ProSidian clients represent a broad spectrum of industries including but not limited to Energy, Manufacturing, Chemical, Retail, Healthcare, Telecommunications, Hospitality, Pharmaceuticals, Banking & Financial Services, Transportation, and Federal, and State Government Agencies.  Learn More About ProSidian Consulting: www.ProSidian.com

ProSidian Seeks a Benefits Compensation Program Review Consultant - GSSC (Contract Position - Time and Materials) to support an engagement for the US Dept. of Energy (DOE) Hanford.  Preferred candidates present with relevant Government, Public Sector and Infrastructure (Nuclear and Environmental) Sector experience (functional area experience also ideal)

OBJECTIVE:  The objective of the review is to ensure that the HMIS compensation program will attract and retain competent and productive employees that facilitate the achievement of DOE missions in a cost-effective manner. The HMIS contract shall demonstrate evidence of DOE-approved standards in its Total Compensation System.

01. Compensation philosophy and strategy:

(1a) Review published policy and strategy statements related to compensation for consistency and determine whether the HMIS compensation system does what its stated philosophy and strategies require it to do.

(1b) How is it working? As evidenced by:  

(1b1) Approved compensation surveys

(1b2) Attrition

(1b3) Offer/Acceptance statistics, if available

(1b4) Does its philosophy and strategy provide for all pay delivery programs?

Determine the use of range penetration versus compa-ratio and its effectiveness of salary ranges.

02. System for establishing a job worth hierarchy

(02a) Validate the HMIS use of job evaluation as required by policy and determine whether it is used appropriately within each job category.

(02b) Evaluate the job worth hierarchy for the value of jobs.

03. Method for relating internal job worth hierarchy to external market

(03a) Examine the "benchmark" job classifications in each job category against the corresponding survey benchmark descriptions.

(03b) Review a sampling of DOE-approved survey sources, noting the number, size, types and locations of comparator firms. Review appropriateness of compensation cuts utilized.

04. System that links individual and/or group performance to compensation decisions

(04a) Review a random sampling of completed performance reviews from each job category.

(04b) Examine the linkages between performance ratings and percent of increase and position in range.

(04c) Compare HMIS salary increase guidelines to actual percentages granted in each job category.

(04d) Review random sample of salaries given for promotions and hires made since January 2021.

05. Method for planning and monitoring the expenditure of funds

  (05a) Review the HMIS process for managing Compensation Increase Plan funds.

  (05b) Review the HMIS process for compensating critical skills needs.

06. Method for ensuring compliance with applicable laws and regulations

(06a) Verify the number, nature of, and settlement costs of any complaints or litigation arising out of human resource compensation issues since January 2021.

(06b) Confirm whether HMIS has an audit routine for the Fair Labor Standards Act (FLSA) and the Equal Pay Act to ensure compliance with these human resources compensation statutes.

(06c) Review the frequency, content and results of any compensation system compliance audits conducted during the last five years, if available (e.g. DOL FLSA review, previous DOE compensation reviews, equal employment opportunity commission pay equity reviews, or other IG/GAO compensation system-related audits).

07. System for communicating the programs to employees

(07a) Review all current methods to communicate compensation information to employees such as brochures, handbooks, guides, policy manuals,   procedures manuals, and internet sites. Examine the purpose and consistency of each.

(07b) Interview a random sampling of employees and managers/supervisors across the organization and levels to determine their understanding of the compensation system, effectiveness of communicating the compensation program to them and rate their interaction with the compensation group.

08. System for internal controls and self-assessment

(08a) Review a listing and purpose of compensation related reports.

(08b) Review the process used for approving exceptions, such as merit increases greater than DOE or HMIS guidelines, higher than normal hiring salaries,  and promotional increases.

(08c) Review HMIS's compliance with DOE contract requirements for its compensation program.

(08d) Verify the turnover and offer/acceptance statistics since 2017, if available.  Review exit surveys that state reasons for employees' departures from HMIS.

The Benefits Compensation Program Review Consultant - GSSC shall have consecutive employment in a position with comparable responsibilities within the past five (5) years, Must be able to use a computer to communicate via email; and proficient in Microsoft Office Products (Word/Excel/PowerPoint) and related tools and technology required for the position. 

The Benefits Compensation Program Review Consultant shall possess the following minimum qualifications:

• 10 years relevant experience (Such as working in human resources and compensation specifically).
• Professional certifications preferred (such as, SHRM, IFEBP, WorldatWork).
• Excellent verbal and written communications skills
• Identification of any conflicts, potential conflicts, or perceived conflicts of interest with any Hanford Site contractors.
• Fully vaccinated against COVID, a granted exception to vaccination for COVID, or able to meet entry and testing requirements for entrance and work in federal buildings.
• U.S.  Citizenship Required - You must be a United States Citizen
• Excellent oral and written communication skills (This employer participates in the e-Verify program)
• Proficient with Microsoft Office Products (Microsoft Word, Excel, PowerPoint, Publisher, & Adobe)

TRAVEL:  Occasional travel may be required to attend meetings, events, site visits, or other training requirements.  Travel is coordinated with the technical point of contact and approved in writing by the Contracting Officer in advance, is allowed, in accordance with Federal Travel Regulations. 

LOCATION:  Work shall be conducted at or in proximity to The Hanford Eastern Washington (Tri-Cities - Kennewick | Pasco | Richland) Area

As a condition of employment, all employees are required to fulfill all requirements of the roles for which they are employed; establish, manage, pursue, and fulfill annual goals and objectives with at least three (3) Goals for each of the firms Eight Prosidian Global Competencies [1 - Personal Effectiveness | 2 - Continuous Learning | 3 - Leadership | 4 - Client Service | 5 - Business Management | 6 - Business Development | 7 - Technical Expertise | 8 - Innovation & Knowledge Sharing (Thought Leadership)]; and to support all business development and other efforts on behalf of ProSidian Consulting.

CORE COMPETENCIES

• Teamwork - ability to foster teamwork collaboratively as a participant, and effectively as a team leader
• Leadership - ability to guide and lead colleagues on projects and initiatives
• Business Acumen - understanding and insight into how organizations perform, including business processes, data, systems, and people
• Communication - ability to effectively communicate to stakeholders of all levels orally and in writing
• Motivation - persistent in pursuit of quality and optimal client and company solutions
• Agility - ability to quickly understand and transition between different projects, concepts, initiatives, or work streams
• Judgment - exercises prudence and insight in decision-making process while mindful of other stakeholders and long-term ramifications
• Organization - ability to manage projects and activity, and prioritize tasks

----------- ------------ ------------

OTHER REQUIREMENTS

• Business Tools -  understanding and proficiency with business tools and technology, including Microsoft Office. The ideal candidate is advanced with Excel, Access, Outlook, PowerPoint and Word, and proficient with Adobe Acrobat, data analytic tools, and Visio with the ability to quickly learn other tools as necessary.
• Commitment - to work with smart, interesting people with diverse backgrounds to solve the biggest challenges across private, public and social sectors
• Curiosity - the ideal candidate exhibits an inquisitive nature and the ability to question the status quo among a community of people they enjoy and teams that work well together
• Humility - exhibits grace in success and failure while doing meaningful work where skills have impact and make a difference
• Willingness - to constantly learn, share, and grow and to view the world as their classroom

BENEFITS AND HIGHLIGHTS

ProSidian Employee Benefits and Highlights: Your good health and well-being are important to ProSidian Consulting. At ProSidian, we invest in our employees to help them stay healthy and achieve work-life balance. That's why we are also pleased to offer the Employee Benefits Program, designed to promote your health and personal welfare. Our growing list of benefits currently include the following for Full Time Employees:

Competitive Compensation: Pay range begins in the competitive ranges with Group Health Benefits, Pre-tax Employee Benefits, and Performance Incentives. For medical and dental benefits, the Company contributes a fixed dollar amount each month towards the plan you elect. Contributions are deducted on a Pre-tax basis.

Group Medical Health Insurance Benefits: ProSidian partners with BC/BS, to offer a range of medical plans, including high-deductible health plans or PPOs. ||| Group Dental Health Insurance Benefits: ProSidian dental carriers - Delta, Aetna, Guardian, and MetLife.
Group Vision Health Insurance Benefits: ProSidian offers high/low vision plans through 2 carriers: Aetna and VSP.

401(k) Retirement Savings Plan: 401(k) Retirement Savings Plans help you save for your retirement for eligible employees. A range of investment options are available with a personal financial planner to assist you. The Plan is a pre-tax Safe Harbor 401(k) Retirement Savings Plan with a company match.

Vacation and Paid Time-Off (PTO) Benefits: Eligible employees use PTO for vacation, a doctor's appointment, or any number of events in your life. Currently these benefits include Vacation/Sick days - 2 weeks/3 days | Holidays - 10 ProSidian and Government Days are given.

Pre-Tax Payment Programs: Pre-Tax Payment Programs currently exist in the form of a Premium Only Plan (POP). These Plans offer a full Flexible Spending Account (FSA) Plan and a tax benefit for eligible employees.

Purchasing Discounts & Savings Plans: We want you to achieve financial success. We offer a Purchasing Discounts & Savings Plan through The Corporate Perks Benefit Program. This provides special discounts for eligible employees on products and services you buy on a daily basis.

Security Clearance (Optional / As Required): Due to the nature of our consulting engagements there are Security Clearance requirements for Engagement Teams handling sensitive Engagements in the Federal Marketplace. A Security Clearance is a valued asset in your professional portfolio and adds to your credentials.

ProSidian Employee & Contractor Referral Bonus Program: ProSidian Consulting will pay up to 5k for all referrals employed for 90 days for candidates submitted through our Referral Program.

Performance Incentives: Due to the nature of our consulting engagements there are performance incentives associated with each new client that each employee works to pursue and support.

Flexible Spending Account: FSAs help you pay for eligible out-of-pocket health care and dependent day care expenses on a pre-tax basis. You determine your projected expenses for the Plan Year and then elect to set aside a portion of each paycheck into your FSA.
Supplemental Life/Accidental Death and Dismemberment Insurance: If you want extra protection for yourself and your eligible dependents, you have the option to elect supplemental life insurance. D&D covers death or dismemberment from an accident only.
Short- and Long-Term Disability Insurance: Disability insurance plans are designed to provide income protection while you recover from a disability.

ADDITIONAL INFORMATION - See Below Instructions On The Best Way To Apply

ProSidian Consulting is an equal...