HR Consultant (Technical)- Remote

COMPENSATION

• Provide design, delivery and best practices expertise for all areas of compensation (salary
• Comprehend and leverage clients’ broader business goals to gain analytical insights across workforce data in order to help create strategic compensation systemsplanning, market analysis, pay practices, mobility)
• Complete data analytics and prepare materials for pay equity analysis, leveraging Cura methodology and tools
• Conduct market pay positioning reviews via survey matching and data analysis
• Handle third-party compensation benchmarking data (submit survey, aggregate results, benchmark jobs, work Cura & clients’ benchmarking sources)
• Contribute to the creation of job architecture and documentation (traditional JD’s, accountability charts, career lattice/pathways, etc.)
• Conduct analysis to evaluate and validate compliance with federal and state laws (i.e.: Colorado COMPS Order, FLSA, etc.)
• Participate in industry specific salary surveys and provide analysis on survey efficacy

• Support client benefits from a technical or project perspective, depending on specific needs, in all areas (e.g., group insurance plans, savings accounts, 401k plans)
• Perform plan audits and conduct employee level analysis of plans (e.g., eligibility, participants, coverage level, benefit amount, plan migration, cost analysis)
• Serve as a communication point and subject matter expert to troubleshoot issues that systemically impact Benefits, Payroll, HRIS and Vendors
• Audit configuration and set-up of benefit plan rules in supporting systems (e.g., payroll, benefits module, enrollment system)

• Support ad-hoc reporting requests - create and generate reports required to facilitate key business efforts (e.g., internal/external audits, vendor requests, implementations, conversions, compliance reporting)
• Set-up / configure HR system modules within varying client solutions; for initial set-up or re- design efforts to streamline system efficacy
• Contribute to on-going HR reporting and analysis for clients by preparing workforce dashboards, including:
  • Recommend design and template layout
  • Lead data set preparation, reporting and analysis, across multiple systems and reports
  • Calculate metrics (retention, turnover, time to fill)
  • Document process, methodology and findings
  • Maintain existing dashboards, update trend analysis, and refresh data regularly
• Identify and define proactive opportunities to ensure data integrity:
  • Conduct data reviews and audits to identify discrepancies, what’s causing them, and proposed solutions or process changes
  • Help rollout or support automation and self-service through systems (i.e. Workday, Tableau, etc.)
• Read, interpret and analyze employee survey data, and assist in preparing an overview of findings for the client

• Create and/or update process documentation (e.g., work instructions, standard operating procedures, training guides, job aides) related to payroll and human resources operational procedures
• Create streamlined processes resulting in increased accuracy and higher productivity
• Participate in problem solving and defining process improvements for HRIS reporting and other administrative human resources procedures

• Understand how HR data is collected and aggregate information from a range of sources.
• Ability to identify patterns and draw conclusions by tethering multiple sets of data together.
• Ability to interpret, articulate, and explain findings, gaps and conclusions.
• Strong organizational skills and ability to track and manage time effectively.
• Diligent attention to detail and pursuit of quality in accomplishing tasks.
• Excellent verbal and written communication skills with the ability to develop and present quality client deliverables.
• Comfort working towards a solution, when not all criteria or expectations may be confirmed.
• Strong ability to multi-task and work in an environment with changing priorities.
• Knowledge of Microsoft Office 365, HRIS and payroll processing platforms.
• Ability to adapt and learn new technology, tools, and processes in a timely fashion.
• High level of professionalism and confidence.

• A bachelor’s degree and 5+ years of experience in compensation, benefits, or systems.
• Experience working in HR for organizations of varying size, complexity, ownership structure and/or industry.
• Proven ability to prioritize needs and provide a high-level of customer service to team members and clients.
• Desire for continuous learning and development; engagement and participation in Cura Knowledge Share professional development meetings/events.
• Ability to travel to client sites as needed and to Denver/Boulder metro area for occasional in- person Cura team meetings.
• Ability to travel for periods of time.
• Must be able to provide proof of eligibility to work in the U.S.

• WorldatWork Compensation or Benefits certifications, such as the CCP or CBP.
• Certified Employee Benefits Specialist (CEBS) credential.
• Exposure to and understanding of payroll practices, processes, and systems.
• Strong bias for action, self-motivated, and deadline driven.
• Skilled in interpersonal communication and experience making effective, persuasive presentations on complex topics.
• Comfortable in an environment that requires self-organization and project management.

Our values include:

• Relevant - We create custom solutions for each client by continually testing, benchmarking and optimizing our efforts to ensure we’re providing the greatest value and relevance to our clients.
• Inclusive - We celebrate what makes us unique and are mindful about creating space for every voice in the room.
• Resourceful - We are success enablers who proactively invest the time to build business acumen for our clients.
• Knowledge Sharing - We are a team of HR experts. We’re also a team of teachers and learners. We value knowledge and the empowerment that comes with sharing it.

• Compensation - $35.00 to $42.00/hour base pay ($72,800 - $87,360 based on a 40-hour work week) with on-target commission of an additional $6,000 annually.
• Health Reimbursement Account (HRA) – An employer–funded, tax advantaged health benefit used to reimburse employees for out-of-pocket medical expenses and personal health insurance premiums. New hires are eligible the 1st of the month following date of hire, assuming their planned work schedule is at least 28 hours per week. Eligibility is reevaluated quarterly using a six-month look-back period. Individuals are funded $513/month, whereas families are funded $1038/month.
• 401(k) retirement plan – Employee contributions are matched 100% on the first 3% of eligible pay.
• Time Off Programs - Cura employees receive eight (9) paid holidays annually and Paid Time Off (PTO).
  • PTO – accruals based on hours worked. Full-time new hires are eligible to earn an equivalent of 15 days (120 hours). Accrual increases at 2 years of service to 20 days (160 hours) for full-time employees.
• Health and Wellness Program – ClassPass; an app offering access to wellness and fitness resources.
• Professional Development Budget – Consultants are reimbursed for approved development up to $2,000 annually.
• Knowledge Sharing – participate virtually, and in person for team events, cross- training, case studies, train-the-trainers, and problem-solving sessions.
• Working remotely – collaborative team environment, mostly virtual, and flexible!