The vendor required to provide compensation consulting services to high quality compensation advisory services to support the total rewards team within HR and the organization.
- The compensation advisor is expected to provide the following services to the total rewards team:
• Assessment of competitiveness of compensation and benefit programs for union and non-union (executive, non-executive, and sales) employee groups versus industry peer group and broader general industry competitors
o Ongoing evaluation of appropriate peer group(s) for pay and performance
o Provision of market data where our company competes for talent
o Make recommendations for instituting market competitive pay ranges based on the job classification levels established
• Ongoing review and assessment of effectiveness of overall compensation philosophy, pay program design and salary administration guidelines for union, non-union, executive, board of directors and sales compensation frameworks
o Evaluation of alignment of incentive programs to company performance
o Evaluation of appropriateness of award levels, performance measures, and goals
o Assessment of incentive plan risk
o Offer guidance and advise on the design, development and implementation of a performance evaluation process that equitably rewards employee performance
o Advice on best practices regarding pay practices relative to market
o Assist the internal agency total rewards team with updating process and policy for compensation administration for increased employee transparency and to ensure fairness across the organization
• Job evaluation of human resources and executive jobs, and any others requiring a second opinion
• Proactive guidance on market trends, regulatory and legislative changes, and corporate governance trends
• Provide guidance and advise on maintain pay equity compliance
• Assistance and management of ad hoc projects and analyses as needed
• In-person or virtual attendance at regular and special committee meetings as needed
• In-person or virtual meetings with the compensation committee chair prior to each meeting as needed
• Review and input on draft and final materials distributed to the committee such as agendas, presentations, program analyses and meeting minutes.
• Liaise with total rewards or other company staff prior to each committee meeting to coordinate information provided to the committee
- The market analysis shall include, but not limited to the following:
• Compensation system
• Salaries
• Pay for performance
• Hiring incentives
• Other incentives
• Overtime compensation
• Best practices on attraction and retention strategies that may have an impact from a total compensation overview
• Benefit program
• Retirement savings plan
• Paid time off (i.e., Vacation, floaters, lieu days, management compensation days, sick leaves, family responsibility days, wellness days, other paid leaves, statutory holidays, other religious holidays etc.)
• Recognition program.
- Contract Period/Term: 3 years
- Questions/Inquires Deadline: January 22, 2026
