- Incentive design and cost modeling artifacts, including FLSA impact considerations
- Scenario analyses with clearly defined assumptions, outcomes, and compliance implications
- Executive-ready summaries and presentations outlining results, risks, and recommendations
- Applied experience designing non-exempt incentive plans, including production- or driver-based programs
- Demonstrated working knowledge of FLSA regulations, including how incentive pay impacts overtime calculations and total compensation compliance
- Awareness of OSHA principles as they relate to incentive plan design, particularly in avoiding safety-disincentivizing structures
- Advanced analytics skills, with demonstrated ability to develop detailed cost analyses tied to defined and weighted performance metrics
- Proven experience working within gainshare or incentive-based compensation models
- Ability to build and maintain multi-scenario models to support forecasting, decision-making, and compliance impact analysis
- Excellent presentation and storytelling skills, with the ability to quickly and effectively explain expected outcomes, compliance considerations, and meaningful results to non-technical stakeholders
- Background in compensation, workforce incentives, operations, or performance management
- Proficiency in Excel and analytics tools (e.g., Power BI, Tableau, SQL, Python)
- Experience supporting pilot programs or incentive test-and-learn initiatives
- Comfortable working in a fast-paced, iterative environment with limited direction
salary: $55 - $56 per hour
shift: First
work hours: 8 AM - 5 PM
education: Bachelors
Responsibilities
- Design and refine non-exempt incentive plans using applied, real-world experience
- Develop advanced analytical models to evaluate incentive cost, performance, and financial impact
- Build gainshare-based models using defined metrics, weighted measures, and performance thresholds
- Ensure incentive design frameworks and payout calculations align with FLSA requirements (including regular rate of pay, overtime implications, and non-discretionary earnings treatment)
- Incorporate OSHA considerations into incentive design to avoid unintended safety risks or behaviors that could discourage incident reporting or safe work practices
- Create scalable models that support multiple scenarios and assumptions to assess risk and opportunity
- Partner with stakeholders to validate drivers, metrics, outcomes, and compliance considerations
- Clearly and concisely present model outputs, expected results, compliance implications, and key insights to varied audiences
- Translate complex analytical findings into actionable, compliant recommendations
Skills
Qualifications
Randstad is a world leader in matching great people with great companies. Our experienced agents will listen carefully to your employment needs and then work diligently to match your skills and qualifications to the right job and company. Whether you're looking for temporary, temporary-to-permanent or permanent opportunities, no one works harder for you than Randstad.
Equal Opportunity Employer: Race, Color, Religion, Sex, Sexual Orientation, Gender Identity, National Origin, Age, Genetic Information, Disability, Protected Veteran Status, or any other legally protected group status.
At Randstad, we welcome people of all abilities and want to ensure that our hiring and interview process meets the needs of all applicants. If you require a reasonable accommodation to make your application or interview experience a great one, please contact HRsupport@randstadusa.com.
Pay offered to a successful candidate will be based on several factors including the candidate's education, work experience, work location, specific job duties, certifications, etc. In addition, Randstad offers a comprehensive benefits package, including: medical, prescription, dental, vision, AD&D, and life insurance offerings, short-term disability, and a 401K plan (all benefits are based on eligibility).
This posting is open for thirty (30) days.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
