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Severance Jobs (NOW HIRING)

hemlocksem

Senior Compensation Analyst

Hemlock, MI

$70K - $91K/yr

Severance Administration: * Administer the organization's severance program, ensuring alignment with company policy, legal requirements, and internal governance standards. * Partner with HR Business ...

Mercor

Legal Consultant | Upto $120/hr

New York, NY · Remote

$120/hr

Design realistic workplace scenarios from your practice, including EEOC charges , severance and non-compete drafting, harassment investigations, wage & hour analyses, NLRB matters , and employment ...

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Severance information

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$35K

$96.5K

$167K

How much do severance jobs pay per year?

As of Jun 11, 2026, the average yearly pay for severance in the United States is $96,532.00, according to ZipRecruiter salary data. Most workers in this role earn between $71,000.00 and $107,500.00 per year, depending on experience, location, and employer.

How to make 2000 a week working from home?

Severance is a benefit paid when leaving a job, not a method to earn income. To make $2000 a week from home, individuals typically need to find high-paying remote roles such as freelance consulting, online coaching, or specialized technical work, often requiring relevant skills, experience, and sometimes certifications. Building multiple income streams or leveraging platforms for freelance work can also help achieve this goal.

What is a Severance job?

A severance job typically refers to a position or arrangement related to severance packages, which are payments or benefits provided to employees upon termination. It may involve handling severance negotiations, legal compliance, or benefits administration. Severance jobs are often found in HR, legal, or financial departments, helping companies manage employee transitions smoothly.

Did the US lose 33,000 jobs in June?

Severance professionals are not directly involved in employment statistics; however, in June, the US labor market experienced a loss of approximately 33,000 jobs according to government reports. This reflects a slowdown in job growth, which can impact employment stability and severance planning for affected workers.

What is the difference between Severance vs HR Specialist?

AspectSeveranceHR Specialist
Required CredentialsLegal knowledge, HR policiesHR certifications, degree in HR or related field
Work EnvironmentLegal, HR departments, corporate settingsHR departments, corporate offices, recruitment firms
Employer & Industry UsageUsed in HR and legal contexts for employee separationUsed across industries for employee management and recruitment

Severance refers to the compensation or benefits provided when an employee leaves a company, often involving legal and HR considerations. An HR Specialist manages employee relations, recruitment, and HR policies. While severance deals with employee separation, HR specialists handle ongoing HR functions. Both roles require HR knowledge, but severance is more focused on legal and financial aspects of termination, whereas HR specialists focus on employee management overall.

What are some common challenges faced by Severance Specialists when managing employee exits, and how can they be addressed?

Severance Specialists often encounter challenges such as handling sensitive conversations, ensuring legal compliance, and managing complex benefits packages during employee exits. Navigating these situations requires strong interpersonal skills, a thorough understanding of employment laws, and careful attention to detail. Building rapport with departing employees and collaborating closely with HR, legal, and payroll teams can help ensure a smooth transition for all parties involved.

What are there jobs in severance?

Severance is a television series and not a job title. If you are referring to employment in a severance-related industry, roles may include HR specialists, legal advisors, or administrative staff involved in employee separation processes. These jobs typically require skills in human resources, legal knowledge, and communication, and may involve working in office environments or remote settings.

What jobs pay 10,000 a month without a degree?

High-paying jobs that can reach $10,000 a month without a degree include roles such as sales managers, real estate brokers, commercial pilots, and skilled trades like electricians or plumbers. Success in these fields often depends on experience, certifications, or licensing, rather than formal higher education.

What are the key skills and qualifications needed to thrive as a Severance Specialist, and why are they important?

To thrive as a Severance Specialist, you need a thorough understanding of HR policies, employment law, and compensation practices, typically supported by a degree in human resources or a related field. Familiarity with HRIS systems, payroll processing software, and compliance documentation is crucial. Strong interpersonal skills, discretion, and conflict resolution abilities help manage sensitive conversations and ensure positive outcomes. These skills are vital for protecting both organizational interests and employee rights during the transition process.

What are severance packages?

Severance packages are compensation and benefits that employers offer to employees when they are involuntarily terminated from their jobs. These packages can include a lump sum of money, continued health insurance coverage, assistance with job placement, and payment for unused vacation time. Severance packages are not always required by law, but many companies offer them as a gesture of goodwill or as part of an employment contract. The terms and amount can vary widely depending on the company, the employee's length of service, and the circumstances of the termination.
More about Severance jobs
What are the most commonly searched types of Severance jobs? The most popular types of Severance jobs are:
What job categories do people searching Severance jobs look for? The top searched job categories for Severance jobs are:
Severance jobs near you
Infographic showing various Severance job openings in the United States as of June 2026, with employment types broken down into 95% Full Time, 2% Part Time, and 3% Contract. Highlights an 77% Physical, 9% Hybrid, and 14% Remote job distribution, with an average salary of $96,532 per year, or $46.4 per hour.

Senior Compensation Analyst

hemlocksem

Hemlock, MI

$70K - $91K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 20 days ago

Job description

Hemlock Semiconductor (HSC) is a leading global provider of hyper pure polysilicon, an essential material used in the semiconductor and solar industries. From smartphones in your pocket to satellites in orbit, our materials play a foundational role in modern technology.

At HSC, employees do work that matters. Team members are part of a safety focused organization that values teamwork, excellence, responsibility and customer focus. Rooted in Michigan for more than 65 years, HSC continues to evolve through innovation, operational discipline and a strong commitment to its people and communities.

This role contributes to HSC’s ongoing work and long-term success by supporting teams, processes and priorities that keep operations running effectively.

Summary

As a Senior Compensation Analyst, you will play a crucial role in ensuring that our organization's compensation practices are competitive, fair, and aligned with business objectives. You will be responsible for conducting data analysis, market research, and internal evaluations to design, implement, and manage effective compensation and total rewards programs. The role involves collaborating with HR, finance, and senior leadership to provide insights and recommendations that support the attraction, retention, and motivation of top talent.

Essential Functions

Compensation Analysis:

  • Conduct comprehensive analysis of compensation data, including salary surveys, market trends, and internal pay structures for salaried and hourly population.
  • Evaluate the competitiveness of the organization's compensation packages and make recommendations for adjustments.

Job Evaluation and Benchmarking:

  • Participate in job evaluation/market processes to determine the relative value of different positions within the organization.
  • Benchmark jobs against industry standards to ensure competitive compensation.
  • Uses job descriptions to assess role scope and requirements, ensuring accurate job evaluation, internal equity, market positioning, and alignment within the job hierarchy.

Market Research:

  • Stay informed of industry trends, labor market conditions, and legislative changes affecting compensation.
  • Stay informed of regional and national data and trends, including merit budget considerations.
  • Analyze survey data to make informed decisions regarding salary ranges, bonus structures, and other compensation components.
Compensation Program Design and Implementation:
  • Collaborate with HR and senior leadership to design and implement effective compensation programs, ensuring alignment with organizational goals and values.
  • Develop and communicate compensation policies and guidelines.

Compensation Administration & Reporting:

  • Complete operational compensation transactions in the HRIS, including data entry of retention bonuses and one‑time cash awards.
  • Maintain accurate and up-to-date compensation data in HR systems.
  • Generate regular reports and analyses for senior management, HR, and finance as needed.
  • Present compensation data in a visually compelling and understandable way, using charts, graphs, and dashboards to facilitate decision-making by senior leadership.

Compliance:

  • Ensure compliance with local, state, and federal regulations regarding compensation practices.
  • Stay informed about changes in legislation affecting compensation and provide guidance to ensure compliance.
  • Maintain documentation and audit trails related to compensation decisions, approvals, and system transactions.
Severance Administration:
  • Administer the organization’s severance program, ensuring alignment with company policy, legal requirements, and internal governance standards.
  • Partner with HR Business Partners, Legal, and leadership to support severance decisions and provide guidance on program application.
  • Ensure accurate calculation, documentation, and processing of severance packages, including coordination within HRIS and payroll processes.
  • Maintain program documentation, controls, and audit readiness to support compliance and consistency.

Recognition and Rewards:

  • Serve as the operational owner for HSC’s employee recognition and career celebration program, ensuring alignment with company values, culture, and performance objectives.
  • Analyze all recognition and rewards for benchmark best practices, make recommendations and lead any changes or updates needed.
  • Manage vendor relationships for the employee recognition platform, service delivery, enhancements, issue resolution, and cost control.
  • Administer and continuously improve the peer‑to‑peer recognition program, including program guidelines, system configuration, reporting, and employee education.
  • Coordinate and manage the Impact and Continuous Improvement Award programs, ensuring consistent criteria, nomination processes, winner selection, communications and associated administrative activity (i.e awarding points, cash awards, plaques, etc.).

Collaboration:

  • Work closely with HR partners, recruiters, and hiring managers to provide guidance on compensation offers for new hires and promotions.
  • Provide guidance on salary offers and pay changes to ensure alignment with internal equity, market competitiveness, and compensation guidelines.
Additional Duties/Responsibilities:

Incentive Plan Design:

  • Design, implement, and administer incentive and bonus programs to drive performance and align with organizational objectives.

Merit Increase Planning:

  • Develop and manage processes for all components related to annual merit increase planning, considering performance ratings, budget constraints, and market trends.  This includes project management of all associated timelines, communications and vendor management.

Customized Analytics:

  • Provide ad-hoc analytical support for various HR and business initiatives, such as workforce planning, organizational restructuring, or talent management.

Training and Education:

  • Conduct training sessions for HR professionals, hiring managers, and employees on compensation-related topics, ensuring a clear understanding of the organization's compensation philosophy and practices and total rewards.
Skills that will set you up for success:

Interpersonal Skills:

  • Ability to collaborate and build effective working relationships with HR professionals, finance, senior management, and other stakeholders.

Attention to Detail:

  • Thorough attention to detail when working with data, job descriptions, and compensation policies to ensure accuracy and compliance.

Problem-Solving:

  • Strong problem-solving skills to address complex compensation issues and provide creative solutions.

Ethical Judgment:

  • Ability to handle sensitive compensation information with discretion and adhere to ethical standards.

Analytical Skills:

  • Ability to analyze and interpret complex compensation data, including salary surveys, market trends, and internal pay structures.

Technical Proficiency:

Familiarity with Human Resource Information Systems (HRIS) and compensation management software for data management and analysis.

Minimum Required Work Experience:
  • 5 - 7 years proven experience as a Compensation Analyst or in a similar role.
  • Strong analytical skills with the ability to interpret and analyze complex data sets.
  • Familiarity with compensation survey data and market pricing techniques.
  • Knowledge of relevant labor laws and regulations
  • Proficient in using HRIS and compensation management software.
Minimum Required Education/Certification:

Required Qualifications:

  • Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.

Preferred Qualifications:

  • Certified Compensation Professional (CCP) designation.

The range for this position is $95,782 - $131,700  assuming full time status. Starting pay for the successful applicant is dependent on a variety of job-related factors, including but not limited to market demands, experience, training, and education. The benefits available for this position are dependent on hours worked and may include medical, dental, vision, 401(k) plan, variable bonus, life insurance coverage, disability benefits, and PTO.

HSC is an equal employment opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, status as a qualified individual with a disability, marital status, pregnancy, sexual orientation, ancestry, genetic information, or any other characteristic protected by law.

If you are an individual with a disability and you need an accommodation or other assistance during the application process, please call our Human Resources department at:

989.301.5333
or email your request to
G1HSC-HR@hscpoly.com
All qualified applicants are encouraged to apply.

Req No. 1308 

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