Evaluate job functions and responsibilities, classify job exemption status based on Fair Labor Standards Act (U.S.) and Employment Standards Code (Canada)- Utilize compensation management tool, Payfactors, to organize benchmarking salary data- Market Price jobs based on benchmarking data- Create job descriptions and job architecture with career ladders/career pathing- Ensure compliance with Minimum Wage and Overtime Exempt Minimum salary threshold based on State and Federal laws- Participate in Compensation Benchmarking Surveys on an Annual Basis - Provide recommendations for base pay and total cash compensation for employee promotions, job transitions, and changing job market based on equal pay practices, experience and job level- Recommend corrective or alternative actions to resolve compensation-related issues to Business Stakeholders and Human Resources (e.g. internal pay equity)- Lead annual Compensation Cycle (Merit and short term incentive cycle) through Success Factors, including issuing payments, coordination with finance and accounting, and training Business Managers and Human Resources Staff- Handle various bonus accrual processes, including one-time bonuses, annual short term incentives- Lead various one-time payments and imputed income processing- Lead companywide employee rewards and recognition program, including budget, maintenance of participants, designing/recommendations of new program features for increased engagement- Manage team of Broad Based Compensation Analyst(s)

- Evaluate job functions and responsibilities, classify job exemption status based on Fair Labor Standards Act (U.S.) and Employment Standards Code (Canada)- Utilize compensation management tool, Payfactors, to organize benchmarking salary data- Market Price jobs based on benchmarking data- Create job descriptions and job architecture with career ladders/career pathing- Ensure compliance with Minimum Wage and Overtime Exempt Minimum salary threshold based on State and Federal laws- Participate in Compensation Benchmarking Surveys on an Annual Basis- Provide recommendations for base pay and total cash compensation for employee promotions, job transitions, and changing job market based on equal pay practices, experience and job level- Recommend corrective or alternative actions to resolve compensation-related issues to Business Stakeholders and Human Resources (e.g. internal pay equity)- Lead annual Compensation Cycle (Merit and short term incentive cycle) through Success Factors, including issuing payments, coordination with finance and accounting, and training Business Managers and Human Resources Staff- Handle various bonus accrual processes, including one-time bonuses, annual short term incentives- Lead various one-time payments and imputed income processing- Lead companywide employee rewards and recognition program, including budget, maintenance of participants, designing/recommendations of new program features for increased engagement- Manage team of Broad Based Compensation Analyst(s)

- Job Analysis and job description creation - Review and approve compensation for promotions and transitions based on equal pay compliance laws- Recommend corrective actions to resolve compensation-related issues to Business Stakeholders- Modify and Design Compensation plans, including Variable pay- Project management of company reorganization - Team management

- Job Analysis and job description creation - Review compensation for promotions and transitions based on equal pay compliance laws- Modify and Design Compensation plans, including Variable pay- Project management of company reorganization- Reviewed and qualified employees for internal promotion for job postings

- Guide customers on IT services, software, and hardware solutions to fit their business environment- Create pricing quotes for services, software, and hardware- Negotiate with vendors on best pricing