Sentences with phrase «developed compensation plan»

A well - developed compensation plan can provide a roadmap for law firms and lawyers to derive the maximum benefit from their association.

«None of these [2010 grant terminations] is a surprise, and all could have been predicted at the time the projects were submitted,» said William J. Slotnik, the founder and executive director of the Community Training and Assistance Center, a Boston nonprofit leadership and management organization that has worked with many TIF grantees to develop compensation plans.

This means management must assume a proactive role for recommending policy and maintaining adequate control over such activities as recruitment, training and career development of associates; staffing of the firm's practice areas; allocation of work to attorneys; assuring adequate administrative support; developing an associate evaluation program; utilization of paralegals and law clerks; establishing criteria for admission to partnership; developing a compensation plan and benefits program; assuring adequate communications between partners and associates, etc..

This means management must assume a proactive role for recommending policy and maintaining adequate control over such activities as recruitment, training and career development of associates; staffing of the firm's practice areas; allocation of work to attorneys; assuring adequate administrative support; developing an associate evaluation program; utilization of paralegals and law clerks; establishing criteria for admission to partnership; developing a compensation plan and benefits program; assuring adequate communications among partners and associates, etc..

Compensation specialists analyze compensation for similar industries and develop compensation plans to attract qualified candidates, especially in sectors of the company that are deemed critical to success and profitability.

Hired, trained and built highly successful sales team, and developed compensation plans, budgeting proposals and new marketing campaigns that increased owner base penetration.

Developed compensation plans that rewarded team members while meeting and / or exceeding revenue objectives.

This course covers an integral part of any successful brokerage... developing a compensation plan.

Not exact matches

«Further to the approval of the 2014 Equity Plan in April of this year, we have developed Guidelines that further align compensation to the long - term interests of shareowners,» said Muhtar Kent, Coke's CEO, in a statement.

Compensation plans shouldn't be developed in a vacuum.

As part of our annual planning process, the CEO, with assistance from external consultants, develops and recommends a compensation program for all executive officers.

The compensation committee is responsible for developing, reviewing and adhering to our compensation philosophy and program, as well as reviewing and making recommendations to the Board with respect to our employee benefit plans, compensation and equity - based plans and compensation of directors.

helps develop, customize and manage the perfect compensation plan for your company.

We develop new sales compensation plans or rejuvenate your current one.

The Approved: May 23, 2014 Committee is not required to assess the independence of any compensation consultant or other advisor that acts in a role limited to consulting on any broad - based plan that does not discriminate in scope, terms or operation in favor of executive officers or directors and that is generally available to all salaried employees or providing information that is not customized for a particular company or that is customized based on parameters that are not developed by the consultant or advisor, and about which the consultant or advisor does not provide advice.

Other specific duties and responsibilities of the HR and Compensation Committee include reviewing senior management selection and overseeing succession planning, including reviewing the leadership development process; reviewing and approving objectives relevant to executive officer compensation and evaluating performance and determining the compensation of executive officers in accordance with those objectives; approving severance arrangements and other applicable agreements for executive officers; overseeing HP's equity and incentive compensation plans; overseeing non-equity-based benefit plans and approving any changes to such plans involving a material financial commitment by HP; monitoring workforce management programs; establishing compensation policies and practices for service on the Board and its committees, including annually reviewing the appropriate level of director compensation and recommending to the Board any changes to that compensation; developing stock ownership guidelines for directors and executive officers and monitoring compliance with such guidelines; and annually evaluating its performance and Compensation Committee include reviewing senior management selection and overseeing succession planning, including reviewing the leadership development process; reviewing and approving objectives relevant to executive officer compensation and evaluating performance and determining the compensation of executive officers in accordance with those objectives; approving severance arrangements and other applicable agreements for executive officers; overseeing HP's equity and incentive compensation plans; overseeing non-equity-based benefit plans and approving any changes to such plans involving a material financial commitment by HP; monitoring workforce management programs; establishing compensation policies and practices for service on the Board and its committees, including annually reviewing the appropriate level of director compensation and recommending to the Board any changes to that compensation; developing stock ownership guidelines for directors and executive officers and monitoring compliance with such guidelines; and annually evaluating its performance and compensation and evaluating performance and determining the compensation of executive officers in accordance with those objectives; approving severance arrangements and other applicable agreements for executive officers; overseeing HP's equity and incentive compensation plans; overseeing non-equity-based benefit plans and approving any changes to such plans involving a material financial commitment by HP; monitoring workforce management programs; establishing compensation policies and practices for service on the Board and its committees, including annually reviewing the appropriate level of director compensation and recommending to the Board any changes to that compensation; developing stock ownership guidelines for directors and executive officers and monitoring compliance with such guidelines; and annually evaluating its performance and compensation of executive officers in accordance with those objectives; approving severance arrangements and other applicable agreements for executive officers; overseeing HP's equity and incentive compensation plans; overseeing non-equity-based benefit plans and approving any changes to such plans involving a material financial commitment by HP; monitoring workforce management programs; establishing compensation policies and practices for service on the Board and its committees, including annually reviewing the appropriate level of director compensation and recommending to the Board any changes to that compensation; developing stock ownership guidelines for directors and executive officers and monitoring compliance with such guidelines; and annually evaluating its performance and compensation plans; overseeing non-equity-based benefit plans and approving any changes to such plans involving a material financial commitment by HP; monitoring workforce management programs; establishing compensation policies and practices for service on the Board and its committees, including annually reviewing the appropriate level of director compensation and recommending to the Board any changes to that compensation; developing stock ownership guidelines for directors and executive officers and monitoring compliance with such guidelines; and annually evaluating its performance and compensation policies and practices for service on the Board and its committees, including annually reviewing the appropriate level of director compensation and recommending to the Board any changes to that compensation; developing stock ownership guidelines for directors and executive officers and monitoring compliance with such guidelines; and annually evaluating its performance and compensation and recommending to the Board any changes to that compensation; developing stock ownership guidelines for directors and executive officers and monitoring compliance with such guidelines; and annually evaluating its performance and compensation; developing stock ownership guidelines for directors and executive officers and monitoring compliance with such guidelines; and annually evaluating its performance and its charter.

She also recommends that firms identify all the products and services they have sold to retirement plans and IRA accounts along with all instances of variable compensation, confirm they have adequate surpevisory control and develop strategies to comply with the rule.

The compensation consultant also provides the Compensation Committee with advice related to the Company's equity plans and provides the Board with data that helps the Board develop the Board's compensatcompensation consultant also provides the Compensation Committee with advice related to the Company's equity plans and provides the Board with data that helps the Board develop the Board's compensatCompensation Committee with advice related to the Company's equity plans and provides the Board with data that helps the Board develop the Board's compensationcompensation program.

Even as some private - sector employers have moved away from these plans in recent years, they have been careful to develop other compensation structures that mimic the incentives provided by DB pensions.

Develop a communication plan and trainings for teachers and school leaders to learn more about the differentiated compensation available under the new salary systems.

The Executive Committee makes decisions about appointments and compensation of personnel, develops plans for and makes recommendations to the Plenum, and, when necessary, makes interim program decisions.

What to know: The New Mexico ESSA plan includes a Teacher Ecosystem, a map that describes a series of initiatives to attract, develop, and retain teachers in the areas of recruitment, preparation, compensation, training, and teacher leadership.41 Among many other initiatives, New Mexico will implement a Pay for Performance Pilot program as a recruitment and retention strategy.

Performance - based compensation systems should be developed and implemented as one component of the district school improvement plan and be linked to policies for recruiting and retaining highly effective principals.

Throughout the years, he has developed an expertise in compensation and benefits matters (purchase option plan, retirement plan, etc.).

A comprehensive law firm TD framework includes cohesive and integrated programs covering, for example, recruiting; lawyer training programs customized to class year and practice group; a clear, robust performance review and associated compensation system; a philosophy and system for the allocation of work; resources to enable lawyer career development and self - direction, including core competencies, benchmarks, individual development plans, and other self - assessment tools; mentoring and sponsorship programs; career coaching and conversations about pathways to partnership; and fully developed alumni tracking programs, including, when appropriate, the placement of law firm attorneys with clients and the provision of professional outplacement support.

Starting in the early 1990s, as a partner with two Chicago firms, he developed skills - training program for associates, professionalized management teams, established budgets for litigation (which some lawyers still insist can't be done), reformed time and billing systems, and even mandated partner business plans that placed partners» compensation at risk for failing to achieve goals.

We can also help develop job descriptions that align with your strategic goals and culture, help with partner buy - in through retreats or «roll out» plans, aligning compensation incentives and more.

Advising the growing business in developing non-qualified benefit plans for their employees, including drafting non-qualified deferred compensation agreements, Rabbi trusts, phantom stock plans and share appreciation right plans.

We develop and defend sophisticated financial products, services, and business methods involving intellectual property (IP), and also assist with labor, employment, benefits, income compensation plans, and executive compensation.

Other responsibilities of Compensation Specialists refer to planning, developing and evaluating various methods and techniques used for hiring, training, evaluating and compensating employees.

The job responsibilities of compensation specialist includes reviewing the salary of the employees depending upon their performance, developing plans and strategies for achieving the goals, advising the manager with new ideas in achieving the organizational objective, keeping an eye on the overall activities, reviewing and implementing the updated policies, providing the compensation incentives and guidelines to the employees for further salary adjustment.

Compensation and benefits managers plan, develop, and oversee programs to compensate employees.

Led cross functional teams to develop sales incentive compensation plans, sales contests and sales force competency model to enhance overall sales and leadership capabilities across the JSHI organization

A demonstrated ability to oversee the maintenance of employee benefits records, and developing core procedures to handle benefits and compensation plans.

Developing corporate plans for a variety of HR matters such as compensation, benefits, health and safety etc..

His job functions include recruitment and staffing, planning for compensation and employee benefits and developing employee orientation plans.

QLXchange / OneX is the 7th and took the helm 4 years to develop the design of the compensation plan.

Tags for this Online Resume: Human Resources Manager, Human Resources Director, Senior Human Resources Manager, Strategic Human Resources Management, Research, Competency models, People review, HR Communications, Employee Engagement and Employment Brand Management, Managing a Results Driven Team, Strategic Business Planning and Reporting, Group Facilitation and Conflict Resolution, Culture Change and Managing Diversity, Organisation Restructuring, Recruitment and Retention, Compensation and Benefits, Managing Skill Shortages, Industrial Relations, Safety and the Environment, Executive Coaching and Mentoring, Corporate Services Management, Project Management, Distance management, Remote location, Senior Business Partner, Private sector, Public sector, Education sector, Professional Services, Health sector, Housing sector, Risk and assurance, Information Technology, IT, Hospitality sector, Legal sector, Accounting sector, Strategic Agility, Influencing and Negotiating, Developing Recruitment Strategies and Corporate Training Programmes, Diversity Management, including Indigenous Human Resources Development, Human Resources Development, People Management, Improving business performance through Organisation Development, Technical Knowledge, Problem Solving and Decision Making, Navigate Hurdles and Sensitive Issues, Client Responsiveness, Communication, Consulting and Monitoring, Team Development, Leadership and Achievement, Integrity, Honesty and Trust, Professionalism and Self Management, Relationship Building and Working with Others, Relationship Management, Continuous Improvement, International Industry Expert, Policy Development, Appreciative Inquiry, Coaching, Mentoring, Technical Training, Employment Brand Manager, Executive, Legislation, Employee relations, Unions, Fellow, Certified, Outstanding employee, Succession Planning, Career Development, Analysis and targeted development of talent and high potential programmes, Performance Management, Collective Bargaining and Disputes Resolution, Health and Safety, Employee Wellness, Employee Assistance Programmes, Pyschographic Profiling, Not - for - profit sector, Building sector, Emergency Management, Business Continuity, Risk Management, Compliance, Governance, Pandemic Planning and Risk Mitigation, People Capability, Media sector, Advising, Leadership and management development

Core Competencies Disciplinary Action • Human Resources Planning and Execution • Develop Internal / External Alliances Business Analysis / Process Improvement • Performance Oversight / Benchmarks • Compensation Planning / Development Employee Relations / Conflict Resolution • Knowledge of HR Standards • Employee Orientation • EEO Advisement

Director of Human Resources / HR Consultant — Professional Duties & Responsibilities Oversee the planning, direction, and management of all HR - related activities including staff recruiting, candidate tracking, personnel screening and testing, and hiring processes in accordance with Affirmative Action and Equal Opportunity Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and vendors

Silvertrain Inc. (Cleveland, OH) 2006 — 2007 Vice President, Sales & Operations • Managed P&L, sales, and operations for a $ 12 million IT consulting firm • Created a strategic business plan to enhance brand awareness and recognition • Developed an incremental revenue stream through channel sales and strategic partnerships • Designed hiring and compensation policies as a member of the Executive Team

Sales Management and Business Development — Duties & Responsibilities Lead through example with consistent work ethic and professionalism, while overseeing sales and marketing operations, executing critical business development functions, and both managing and leveraging key business, client, and vendor relationships Perform needs - based analyses and situational assessments to develop, market, and improve products and services, generating increased revenue through improved close ratios with customer - focused and consultative sales strategies Collaborate in all phases of strategic business planning with other senior - level management personnel, including cost budgeting, pricing strategies, vendor negotiations, revenue projections, and industry competition Provide continuous assessment of key markets and potential clients, while furnishing oversight and guidance regarding effective business acquisition strategies, prospecting techniques, client service, pricing, and market trends Identify and utilize talent among team members with focused training, targeted professional recruitment, and the promotion of a performance - based entrepreneurial environment that leverages individual talents for group benefit Install sales, marketing, and support staff to aid in effective sales, marketing, and client service operations, delegating important tasks and assignments while providing timely follow - up to ensure task completion Address key client queries and resolve them in an expedited manner, promoting sustained revenue growth through client retention and the leveraging of related business opportunities Create and implement marketing and sales strategies and promotional programs, while tracking progress versus established internal and external industry benchmarks with a focus on revenue generation and cost control Develop and maintain a strong working knowledge of respective products, services, and related marketplaces, including pricing and regulatory trends, customer demands, competitor strategies, and industry developments Utilize familiarity with various marketing media, technology applications and software, compensation arrangements, budget operations, quality assurance processes, and territory management Act as a liaison between clients, vendors, sales and support staff, and other members of the executive managemedevelop, market, and improve products and services, generating increased revenue through improved close ratios with customer - focused and consultative sales strategies Collaborate in all phases of strategic business planning with other senior - level management personnel, including cost budgeting, pricing strategies, vendor negotiations, revenue projections, and industry competition Provide continuous assessment of key markets and potential clients, while furnishing oversight and guidance regarding effective business acquisition strategies, prospecting techniques, client service, pricing, and market trends Identify and utilize talent among team members with focused training, targeted professional recruitment, and the promotion of a performance - based entrepreneurial environment that leverages individual talents for group benefit Install sales, marketing, and support staff to aid in effective sales, marketing, and client service operations, delegating important tasks and assignments while providing timely follow - up to ensure task completion Address key client queries and resolve them in an expedited manner, promoting sustained revenue growth through client retention and the leveraging of related business opportunities Create and implement marketing and sales strategies and promotional programs, while tracking progress versus established internal and external industry benchmarks with a focus on revenue generation and cost control Develop and maintain a strong working knowledge of respective products, services, and related marketplaces, including pricing and regulatory trends, customer demands, competitor strategies, and industry developments Utilize familiarity with various marketing media, technology applications and software, compensation arrangements, budget operations, quality assurance processes, and territory management Act as a liaison between clients, vendors, sales and support staff, and other members of the executive managemeDevelop and maintain a strong working knowledge of respective products, services, and related marketplaces, including pricing and regulatory trends, customer demands, competitor strategies, and industry developments Utilize familiarity with various marketing media, technology applications and software, compensation arrangements, budget operations, quality assurance processes, and territory management Act as a liaison between clients, vendors, sales and support staff, and other members of the executive management team

• Managed talent acquisition programs for multi-billion dollar companies across the United States • Clients included Yahoo!, Microsoft, Tumbleweed Communications, BEA, & Aderactive • Responsible for designing and implementing comprehensive recruitment and training programs • Trained and led staffing team consisting of recruiters, sourcers, coordinators, and schedulers • Offered guidance in recruitment, interview, negotiation, and training best practices • Developed execution plans offering metrics, hiring goals, and improvement strategies • Evaluated company staffing model, identified needs, and recommended remedial measures • Interacted with company CEO's, Presidents, and other members of senior leadership • Partnered with HR, Development, and other company departments to best meet company goals • Significantly cut personnel costs and turnover rate through recruitment of career employees • Recruited, interviewed, screened, and filled positions from entry level to senior leadership • Negotiated and finalized compensation packages and job descriptions • Managed complex personnel issues during company acquisitions and mergers • Responsible for ensuring that recruitment procedures empowered underrepresented groups • Authored reports detailing cost per hire, turnover ratios, and retention statistics • Utilized online and in - person recruitment tools and methods to attract best possible candidates • Developed working knowledge of varied professional fields to best fill positions • Built strong, long - term relationships with industry leaders across multiple professions • Cultivated sourcing pool for technology, sales, marketing, and other professional skill sets • Maintain strong ties to leading colleges and universities for recruitment purposes • Performed all duties in professional, efficient, and effective manner

«Most evaluations are not worth the paper they're written on,» says Paul Dorf, managing director of Compensation Resources Inc., a consulting company that helps develop compensation and inceCompensation Resources Inc., a consulting company that helps develop compensation and incecompensation and incentive plans.

He was instrumental in streamlining governance policy, restructuring the directors» compensation plan and developing a senior staff evaluation process, says the association.