Compensation Supervisor supervises a team working on compensation plans and programs and related analysis. Oversees common compensation projects, including survey participation, job evaluation, salary structure development, incentive plan design, pay program administration and other associated initiatives. Being a Compensation Supervisor ensures that compensation plans and programs are consistent with organizational policies and all applicable federal and state laws. Maintains salary structures and company compensation policies. Additionally, Compensation Supervisor is responsible for survey participation and compensation analysis. Requires a bachelor's degree. May require a Certified Compensation Professional (CCP) certification. Typically reports to a manager. The Compensation Supervisor supervises a group of primarily para-professional level staffs. May also be a level above a supervisor within high volume administrative/ production environments. Makes day-to-day decisions within or for a group/small department. Has some authority for personnel actions. To be a Compensation Supervisor typically requires 3-5 years experience in the related area as an individual contributor. Thorough knowledge of functional area and department processes. (Copyright 2024 Salary.com)
With more than $30 billion in assets and serving more than 900,000 customers, MidFirst Bank is the largest privately owned bank in the country. As a family owned bank, MidFirst has established many customer relationships that have spanned decades and generations. We are committed to continuously providing an exceptional culture creating an energizing and supportive employee experience while delivering extraordinary customer service.
The Compensation & Organizational Development Analyst is part of the Human Resources team and will perform cross-functional analyst work primarily for Compensation, as well as the Organizational Development group. Compensation support will focus primarily on business needs within the job analysis function in two ways: 1) reactive, performing the job analysis function as it is defined today on a reactive, needs-based approach and 2) proactive, assessing the overall organizational structure with intention to identify business unit needs and provide solutions to meet future demand. Analyst will also perform project work for the Organization Development group outside of Compensation, as well as additional analyst support as needed.
Primary responsibilities include:
DE&I Analysis - Compiles statistics, metrics, and reports to assess the progress and effectiveness of diversity initiatives.
Position Requirements:
This position requires a Bachelor's degree in a related field such as Business Administration, Finance, Accounting, Human Resources or Statistics/Mathematics. Candidates must also possess a minimum of 6 months related analytical experience to be considered. Exposure to Organizational Development is a plus, but is not required.
Additional requirements include: