Compensation Resume Sample

Are you on the lookout for a job in the field of compensation, aiming to showcase your skills and
experience in the best possible light? Crafting a compelling compensation resume is the key to
opening doors to exciting career opportunities. To assist you in this crucial task, we present a
comprehensive Compensation Resume Sample that serves as a valuable guide in creating a standout
resume tailored to your unique qualifications.

Key Highlights:
1. Professional Summary: Begin your resume with a powerful professional summary that
succinctly outlines your expertise in compensation management. Highlight your key skills
and qualifications to grab the attention of potential employers.
2. Skills Section: Clearly list your relevant skills, including but not limited to compensation
analysis, market research, job evaluation, and proficiency in compensation software. Use this
section to showcase your technical and soft skills that make you a strong candidate in the
compensation field.
3. Work Experience: Detail your work history in a reverse-chronological order, emphasizing
your accomplishments and responsibilities in each role. Showcase your contributions to
previous employers, demonstrating your ability to drive results and effectively manage
compensation processes.
4. Achievements: Dedicate a section to your notable achievements in the field of
compensation. Whether you successfully implemented a new compensation structure or led a
team in conducting salary surveys, highlight accomplishments that set you apart from other
candidates.
5. Education: Provide information about your educational background, including degrees,
certifications, and relevant coursework. If you have completed any specialized training in
compensation management, be sure to showcase it here.
6. Certifications: If applicable, include details of any certifications you have obtained in the
field of compensation. Certifications add credibility to your resume and demonstrate your
commitment to professional development.
7. Keywords: Optimize your resume with relevant keywords related to compensation
management. Many employers use applicant tracking systems (ATS) to screen resumes, so
incorporating industry-specific keywords can improve your chances of getting noticed.
8. Customization: Tailor your resume for each job application by aligning your skills and
experiences with the specific requirements of the position. A customized resume increases
your chances of standing out among other applicants.

In conclusion, a well-crafted compensation resume is your passport to landing the job you desire in
the competitive field of compensation management. Use our Compensation Resume Sample as a
template to create a personalized and impactful document that showcases your professional journey
and sets you on the path to success.

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Ability to identify and analyze issues, develops solutions, and makes sound dependable decisions- A
clear focus on continuous improvement and innovation. Experience with Fidelity stock plan software
a plus. Display polished and well developed oral and written communication skills. Strong detail
orientation and ability to solve problems through analytical reasoning. Assists the LOBS in pipeline
management and forecasting. Day to day administration of plans and lifecycle events, including
grants and vesting and voluntary deferred compensation enrollment and distributions. Ability to
work well in a team, providing assistance to fellow associates and representing the mission of the
unit, department or region. This includes vendor management, on-going maintenance and integration
of the software with other HR systems at the Association. Applies judgment when interpreting
compensation reports and results. Provide an opportunity to set goals, motivate and develop
workers. Educate supervisors and managers on all compensation issues. Runs reports to ensure
compliance with local minimum wage increases that exceed federal minimum wage. Market
Intelligence: Provide regular updates on market data trends to all relevant stakeholders and create
general awareness of market practices. Capacity to build and maintain strong relationships with
internal and external client personnel. Attention to detail, strong analytical, problem solving and
organizational skills, and ability to multitask in a fast-paced environment. Experience with
international compensation preferred. Ability to prepare compensation agreements that include
complex plan design, in user-friendly format and language. Team Lead for annual administration of
the company’s pay and equity focal and semi-annual incentive pay programs. Requires accuracy,
attention to detail, organization, prioritization and timeliness. Perform audits and validations on
incentive data throughout the incentive cycle. Manage communications related to sales compensation
programs for external channel partners. Coordinate with internal and external partners to, evaluate
and improve workflow and streamline process. Support all marketing exercises, to include requests
for proposals (RFP’s), as necessary. Excellent communications skills, both written and verbal (ability
to effectively communicate and present to people at all levels). Minimum of 2 years sales
compensation experience with advanced knowledge of HR and Sales Compensation theory,
principles and practices. Researches pay discrepancies and coordinates any processing problem
associated with pay transactions or incentive payouts with HRIS or payroll. Prior experience
developing and implementing Sales Compensation plans. Supervising the participating in and
conduct of both exempt and nonexempt salary surveys to ensure corporate compensation objectives
are achieved. Demonstrated expertise in compensation policies, procedures, and practices. Business
acumen with strategic perspective and ability to understand business strategy and compensation
implications.
Must be knowledgeable in multi-state wage and hour regulations, laws and programs. Preparing
agendas and investment materials for the deferred cash Investment Committee meetings and ensures
action items from the meeting are completed. Review proposed salary adjustment for conformance
to guidelines and recommends corrective or alternative actions to resolve compensation-related
issues. Recommends updates to compensation practices, merit budgets and salary range structures
based on the research and analysis of salary surveys and other available competitive information
sources in order to maintain a competitive compensation program. Ability to interpret and analyze
financial, technical and accident data and take corrective action. Ability to learn new procedures
quickly and adapt to a changing environment. Demonstrated ability to comply with carrier reporting
and threshold requirements. Collaborate and provide compensation services to various groups
throughout the organization and our brands. Mastery in English and local language as well as other
languages as required. Demonstrated knowledge of core HR practices and principles. Two (2) years
of experience; preferably within Compensation or other Human Resources area, handling
confidential, sensitive information in a fast-paced, professional environment. Schedules, prioritizes,
and distributes workflow of unit to ensure work is done in a timely fashion and all deadlines are
met. Coordinate the assemble and execution of the discovery required by internal and external
stakeholders? In-depth knowledge of compensation theory, trends, best practices and laws. Support
SOX audits related to compensation controls. Support a climate where people of diverse
backgrounds and opinions are valued. Assess market trends and competitiveness of total
compensation for senior executives, including alignment of pay and performance. Demonstrated
ability to apply critical thinking and provide forward-thinking recommendations. Roundtables claims
with Third Party Administrator (TPA) and legal. Confirm that incentive pool funding is accurately
forecast. The successful candidate will be responsible for executive compensation matters, including.
Compensation analysis and consulting experience, including market pricing, job analysis and salary
survey participation. Perform trend analysis and industry best practices research to support enterprise
decision making. Administers and communicates FMLA regulations to associates. Provide
recommendations to appropriate administrators on initial appointment salaries, reclassifications, and
compensation increases. Reviews and analyzes qualifications for new hires and employees considered
for internal transfers or promotions. Global mindset; exposure to deferred compensation plans
outside of the U.S. Perform job evaluations using market pricing and other methods for all levels of
employees (executive and non-executive), analyze compensation benchmark data, and make
recommendations. Lead a cross functional team to develop recommendations in support of business
priorities, perform cost analysis and modeling to support recommendations, and drive consensus with
the senior executive leadership team. Advises departments and leadership about the status of claims,
loss experience trends and program costs.
Self-motivated with the ability to multi-task and work in a dynamic fast-paced environment. Ability
to handle multiple projects simultaneously; ensure tasks are completed and deadlines are met as
required. Create, update, and maintain job codes, titles, and descriptions. Develop solutions to
effectively deliver market data and the appropriate analysis to the business lines. Provides technical
expertise and support for Rewards programs administration and communication, including job
grading, compensation planning, short and long-term incentive programs. Must be proficient in
Microsoft Office 365 suite of tools including databases and spreadsheet programs. Bachelors' degree
in Business Administration, Economics, Finance, or another quantitative field. Communicate with
stakeholders on policy and program changes in a compelling and effective manner. Certified
Compensation Professional (CCP) certification is preferred. Providing medical expertise to the Chair
and the Executive Staff, including Members of the Board as requested. Assist in the preparation of
proxy statements and 8-k filings. Significant, expert-level prior compensation experience in the areas
of job evaluation, merit planning and administration, compensation survey participation, analysis and
incentivedesign. Flexibility, adaptability and the ability to work under tight deadlines or changing
client needs. General knowledge of executive compensation regulatory environment including tax
and SEC reporting requirements. Test the commission system to ensure the system can handle
commission calculations for various company codes and procedures for releasing payments. Excellent
attention to detail and strong analytical skills. Manage service provider relationships and contracts
for existing and future policies. Ensure fulfillment and compliance with related company accounting
policies and standards. Perform other job-related duties and special projects as required. Certified
Compensation Professional (CCP) or other professional certification in compensation is preferred.
Evaluate the Deferred Executive Compensation program and explore opportunities to increase the
number of investment options. Conduct reviews of FLSA designation of classifications. Acts as the
trusted advisor and lead consultant to clients on all compensation related matters working closely
with Global Human Resource Business Partners to deliver compensation programs and procedures
that maintain consistency with the compensation strategy for the overall business, but provide
customized delivery to local clients and ensure that the compensation programs, plans and initiatives
are able to attract and retain top talent. Communicates denial on compensation action with rational
to original requestor or resubmit within guidelines. Leverage external market and internal pay data to
develop preliminary compensation recommendations, as requested, for new hires, promotions,
transfers and other circumstances as may arise; track and record the status of all compensation-
related requests and recommendations. Identify core issues, collect and analyze any pertinent data,
identify policy issues and make recommendations on addressing those issues. Any combination of
training and experience equivalent to completion of a Baccalaureate Degree from an accredited
college or university in business administration, insurance or a related field. Other responsibilities
include supervising and directing the work of employees, establishing the company's compensation
and benefits structure, and selecting and managing outside partners such as insurance brokers,
investment managers, and benefits suppliers. Administers annual merit process, administers global
annual incentive programs, and performs annual global salary range reviews. Ability to perform
independently under limited supervision.
Assist with the development of publically-reported information related to executive compensation.
Support Global Compensation Analytics Team in delivering upon our annual year-end compensation
processes. Participate in industry forums, networking groups and HR related organization activities
such as SHRM and WorldatWork. Ensure all processes and programs are aligned to the firms’
policies, guidelines and compensation philosophy. Medical terminology and treatment protocols, and
Occupational Disability Guidelines. Attention to detail, strong organizational skills, and ability to
work in a fast-paced environment. Certified Compensation Professional (CCP) certification or similar
HR-related certification. Proficiency in Microsoft Word, Excel, and PowerPoint. Strong time
management and ability to coordinate a number of activities, a high degree of judgment. Working
with the Global Process team, ensure information is recorded in the HRIS and payroll systems as
necessary. Audit evaluation of positions and application of existing classifications to individuals.
Good understanding of compensation and reward programs and processes. Develop and maintains
professional customer relationship. High level of proficiency with Microsoft applications; advanced
understanding of Excel required. Familiarity with compensation compliance rules globally. Manage
the global compensation survey cycle and vendors. Strong interpersonal skills including strong
written and oral communication. This expertise will include a deep understanding of pay for
performance principles and philosophies. Develop auditing capabilities for the tables such as the
commissions, payee, and revenue level to ensure success of compliance and overall alignment.
Minimum of 10 years in a Corporate Compensation function, to include experience with Executive
Compensation programs. Analyze market data to include public, pre-IPO and private company
financial data to assess all elements of compensation including base salary, bonus, long-term
incentive, etc. Knowledge of sales practices and ability to implement strategies and processes
resulting from regulatory-driven outcomes. Refers case to MP RN if light duty potential is identified
at any point or for issues involving medical treatment or dispute involving disability or based on
exception reports and defined departmental protocols. Must be an appropriate organizational fit for
the JetBlue culture, that is, exhibit the JetBlue values of Safety, Caring, Integrity, Fun and Passion.
Analyzes public financial filing to value Executive and Board base salary, short-and long-term
incentive opportunities, benefits and perquisites. Prepare reports for HR and Senior Management on
rating distributions, merit budget and annual bonus approvals and other ad hoc reports. Developed
draft documents including reports and client presentations covering methodology, results, and
recommendations. Can work effectively on multiple projects, function well in a stressful
environment and devise creative solutions to complex problems. Determines appropriate grade level
within the PVH Compensation structure based on the nature and level of the work performed
relative to other PVH jobs. Take the Corporate policies in the following areas and design the
appropriate action to incorporate them into local practices.
Provides advice to corporate staff on pay decisions, policy and guideline interpretation, and job
evaluation, including the design of creative solutions to specific compensation-related programs.
Strong analytical skills with the ability to balance details with a broad strategic view. Ability to apply
creativity and latitude in identifying new projects, trends, and processes. Independently manage the
day-to-day assigned tasks, initiatives and projects within the client area. Prior experience in
managing technology platforms and developing communications preferred but not required.
Conducts ad-hoc analyses to determine the effectiveness and current state of compensation
practices. Perform analytics on executive pay data and recommend best practices to senior leaders.
Specific compensation experience in a corporate or consulting environment highly preferred. Provide
a high level of customer service to all internal and external customers. Identify taxability of
compensation items to be reported to Home and Host Countries and to the tax service provider.
Excellent communication and presentation skills at all levels. Maintains effective working
relationships with peers and vendors to seamlessly integrate the program into the overall strategic
objectives and activities. Highly technical skills combined with sound business acumen and keen
financial and analytic ability; with deep understanding of financial and accounting impacts of
executive rewards programs required. At least 8 years of increasing growth through the management
ranks from supervisor to branch manager. Knowledge of and ability to design, implement and
evaluate compensation programs, policies and processes within an organization. Excellent customer
service and interpersonal skills. Experience writing code with SQL, HTML, and java script.
Customer Focus: Focuses on understanding the requirements of customers. Preparation of semi-
monthly sales organization payroll files submission to corporate. Oversee the technical partnership
with the third party reporting vendor and other business partners such as BTS, Compensation
Processing and Service. Update scorecards in the system and validate accuracy. Develop materials to
educate sales professional as to how best to maximize their compensation. Develop and manage a
strong governance model around the design and execution of the sales compensation plans. Manage
complex workers compensation claims to reduce costs and improve outcomes (80%). Participate in
annual compensation benchmark surveys and seek ways to enhance our data sources, build industry
networks, and keep up with market trends. Point of contact for corporate payroll and accounting.
Ability to understand business needs and talent implications of compensation. Ensure accurate
financial forecasting for the life of a claim. Minimum 8-10 years of senior-level executive
compensation experience. Track survey results; identify and address any negative trends.
Develop and analyze geographical base pay structures and market positioning to support the overall
total rewards strategy and philosophy. Develop and maintain relationship with all key vendors (e.g.,
managed care, pharmacy benefit manager, defense counsel, investigation firms, etc.), including
negotiation of preferred rates and services. Ensure compliance with all legal requirements for all
compensation programs. Build and maintain reports, dashboards, and metrics and monitor the
integrity and validity of the data reported. Demonstrated verbal and written communication skills, as
well as telephone etiquette skills. Able to work independently, prioritize multiple stakeholders and
tasks, manage details and deliver results in an environment with competing demands. Oversee the
technical partnership with the third party reporting vendor and other business partners such as BTS,
Compensation Processing and Service. Support annual administration of equity compensation
including annual vestings, dividend equivalents, proxy reporting, annual grants, and board books, by
processing and tracking communications, pulling distribution lists, and other tasks as assigned.
Advanced knowledge of concepts, practices and principles of compensation. Available for domestic
and potentially international travel. Well-groomed and able to maintain a professional appearance.
Ability to work under pressure, independently and with proactivity. Monitor market trends and
evaluate external competitiveness of company’s compensation programs. Minimum two (2) years of
experience in supervisory role. Responsible for reviewing and tracking proxy advisor policy changes
as well as performing pro-forma analyses utilizing ISS and Glass Lewis models. Strong analytical
and time management skills necessary. Provide analytics, comments and insight on proxy advisory
reports including ISS and Glass-Lewis based on understanding of performance metrics and complex
analysis of data. Demonstrated ability of quickly building relationships, gaining credibility,
influencing and partnering with business and HR leaders across. Establishing and maintaining
interpersonal relationships with all organizational levels. Assure internal equity and external
competitiveness of the organization’s compensation programs through strategic monitoring of
business conditions, legal requirements and understanding of industry best practices. Strong business
acumen, detail oriented and analytical skills. Strong problem solving ability with the ability to make
difficult decisions and conduct difficult conversations effectively. Responsible for generating
accurate and timely reports as requested. Strong technical knowledge of practices and techniques
related to investigations and fact finding. Demonstrated good judgment and the ability to navigate
the “grey” areas. Assists with the coordination and execution of the annual merit planning process,
market re-fresh and merit increase process. Other projects and responsibilities may be added at the
manager’s discretion. Identify areas of improvement and work with HRBPs to influence the
behaviors of line business. Assists in the administration of the Leave of Absence and disability
claims process while ensuring the best possible Associate experience. Analysis of performance,
expense, and profitability data.