EDUCATION AND EXPERIENCE

• 4+ years’ experience in a compensation function, HR Analyst or related role
• Bachelor’s degree in human resources, business, or related area (or equivalent knowledge gained through formal education, specialized training, or additional job experience) preferred
• Formal and on-the-job training in administering compensation programs and creating or administering formal compensation structures
• Experience working with job evaluation and job analysis systems and internal/external market survey data (Korn Ferry Hay Group methodology preferred)
• Experience with HCM (Human Capital Management) systems (SAP/SuccessFactors preferred)
• General understanding of HR (Human Resources) concepts, processes and data, including rules and procedures

KNOWLEDGE, SKILLS, AND ABILITIES

• Accuracy, attention to detail, problem-solving, strong analytical skills and project management skills are critical
• Advanced to expert level MS Office (Word, Excel - pivot tables formulas and large data sets and PowerPoint) and familiarity with HRIS platforms (e.g., SAP). Ability to create and facilitate executive-level presentations
• Ability to manage confidential, sensitive information
• Excellent at prioritizing multiple tasks, managing conflicting deadlines and working effectively in a dynamic environment; understands when to escalate issues
• Ability to communicate effectively with people across the organization and excellent relationship-building skills with a collaborative approach to understanding business needs.
• Ability to gain commitment from others to effectively manage expectations and competing interests and priorities
• Equally comfortable working independently or collaboratively in a team

POSITION PURPOSE

The Compensation Analyst is responsible for designing, implementing and managing the Company compensation programs. Conducts research and analysis on internal and external compensation to ensure the Company’s pay practices are competitive, equitable and aligned with the Company goals and objectives. Responsible for maintaining the integrity of the job leveling framework and pay practices.

ESSENTIAL DUTIES

• Manages the various compensation review cycles, job evaluation and new job creation, reporting, maintenance of salary structures, and coordinating and supporting the team with compensation data requests
• Analyzes company compensation policies and industry trends in relation to similar jobs in comparable industries or geographic areas, and recommends changes as appropriate to establish and maintain competitive pay rates and ensure equity
• Participates in salary surveys and conducts market benchmarking and job analysis utilizing internal partners (HRBPs and management) and compensation data sources to determine appropriate job leveling, pricing, FLSA status, pay equity, incentives and bonus programs, and aligns pay strategies with market trends
• Collaborates with HR and management to ensure fair, consistent and equitable compensation practices. Support HR with job offers, promotions, and internal salary adjustments. Provide guidance and training on compensation policies and procedures for managers and employees
• Contributes to cross-functional initiatives with a collaborative, solutions-oriented approach to compensation practices and works to optimize system capabilities
• Builds and maintains strong working relationships with internal teams and vendors
• Manages records and monitors compliance with all relevant laws and regulations; protects confidentiality of highly sensitive information
• Ensures data quality and integrity in all related HR-owned databases
• Committed to continuous learning and staying current on compensation trends, systems and technology, legal updates, and regulatory developments.
  Other duties may be assigned