Human Resources Specialist - - Remote/Hybrid Primary Duties: Supports compensation programs and projects with a broad scope, ensuring an integrated systems approach. Creates and implements compensation solutions during the normal course of business that support mission objectives and partners closely with the compensation team. Provides expertise and consultation regarding current trends and business standards, legislative changes, best practices and competition, policies, and procedures by networking with other subject matter experts. Conducts research on specific topics and provides proposals and advice on options and directions. Develops and monitors measures, metrics, and reports that determine the overall effectiveness of compensation programs, processes, and procedures; monitors and evaluates organizational performance to demonstrate impact on mission results. Experience in data analysis Qualifications we Require: Knowledge of compensation theories, principles, practices, processes, systems, and procedures, and an understanding of human resources as an interrelated system of functional operations. Strong quantitative, analytic, problem-solving, and project management skills. Strong interpersonal and communication skills, including the ability to independently write. Proven ability to address complex human resources issues. Ability to use good judgment. The ability to model behaviors that reflect Sandia's core values. Bachelor's Degree in relevant discipline, or equivalent combination of relevant education and experience Plus 5 years or more directly related experience that demonstrates the knowledge, skills and ability to perform the duties of the job Equivalent experience in lieu of degree must be directly related experience that demonstrate the knowledge, skills and ability to perform the duties of the job. Qualifications we Desire: Experience in compensation principles and practices. Master's degree in relevant field About Our Team: The Compensation Department provides comprehensive support to the management team in the areas of employee pay programs and policies (both base and non-base), performance recognition programs, and job evaluations. Department activities involve interactions with all areas, classifications, and levels of the Laboratory. Compensation has a direct line of sight impact on the Laboratory's ability to achieve its goals and objectives as a key element of the Laboratory's total rewards concept.
