SENIOR GLOBAL COMPENSATION ANALYST

SolomonEdwards is currently seeking a Senior Global Compensation Analyst for a company located in Wilmington, DE on a longer-term contract basis.
The Senior Global Compensation Analyst will be responsible for all compensation activities, including designing and implementing compensation programs. Global compensation experience is required.

Responsibilities of the Senior Global Compensation Analyst:

• Overseeing the administration of compensation planning initiatives, including merit, awards, and recognition programs
• Performing market, merit/incentive budget, and ad hoc analysis
• Supporting HR with pay for performance philosophy development and implementation
• Providing recommendations for job level and salary structures, and determining correct job description classification
• Preparing compensation surveys
• Collaborating with recruiters, HR Business Partners, and management on compensation strategies and best practices
• Maintaining knowledge of compensation trends and executing enhancement strategies
• Conducting budget analysis for merits and incentives, compensation surveys and market analysis, and salary range recommendations

Requirements for the Senior Global Compensation Analyst:

• Bachelor’s degree; CCP certification preferred
• 3-5 years general compensation experience that includes compensation program administration, development, and evaluation; market survey, incentive compensation modeling, etc. experience a plus
• Global compensation experience required
• Experience with Workday highly preferred
• Strong communication skills, both verbal and written
• Excellent analytical skills
• Advanced Excel proficiency
• Ability to work effectively in a team-oriented environment

• Overseeing the administration of compensation planning initiatives, including merit, awards, and recognition programs
• Performing market, merit/incentive budget, and ad hoc analysis
• Supporting HR with pay for performance philosophy development and implementation
• Providing recommendations for job level and salary structures, and determining correct job description classification
• Preparing compensation surveys
• Collaborating with recruiters, HR Business Partners, and management on compensation strategies and best practices
• Maintaining knowledge of compensation trends and executing enhancement strategies
• Conducting budget analysis for merits and incentives, compensation surveys and market analysis, and salary range recommendation