Compensation Analyst

at  Hilti

WHO IS HILTI?

At Hilti, we are a passionate global team committed to making construction better. As a trusted partner for productivity, safety, and sustainability, we provide our customers innovative solutions that impact the buildings, roads, and infrastructure people rely on every day.
Hilti is where individuals grow lasting careers by exploring possibilities, maximizing their potential, owning their development, and making a real difference every day.

WHAT’S THE ROLE?

The role of Compensation Analyst is the key consultative resource to functional business leaders and human resource business partners in all aspects of Hilti North America (HNA) compensation philosophy, policies, and procedures. This role is heavily involved in the design, development, training, and implementation of base pay and variable pay strategies throughout the organization.

WHAT DOES THE ROLE INVOLVE?

• Partner with Human Resource Generalists and business functions to ensure completed job documentation for all roles within HNA
• Complete job evaluations to ensure market competitive pay ranges and internal equity within HNA compensation philosophy and guidelines
• Compensation department owner of job evaluation processes; ensure compensation department remains engaged with any and all updates from global compensation guidelines
• Provide guidance to business functions and human resource partners in interpretation and application of business and human resource policies
• Provide guidance to business functions and human resource partners in interpretation and application of employment law (FLSA, ERISA, USERRA), as required
• Advise HR Generalists on more complex and non-routine compensation issues, salary offers, and compensation analysis/reporting
• Partner with HRIS and Payroll team members to proactively audit compensation and job data within HR systems to ensure 100% accuracy
• Contribute as a key team member in the design and development of base and variable compensation plans
• Complete impact analysis and modeling, as needed, for various compensation updates and proposed changes
• Additional duties, as assigned