Nutrien is a leading provider of crop inputs and services, and our business results make a positive impact on the world. Our purpose, Feeding the Future, is the reason we come to work each day. We’re guided by our culture of care and our core values: safety, inclusion, integrity, and results. When we say we care, we mean it. We’re creating an inclusive workplace where everyone feels safe, has a sense of belonging, trusts one another, and acts with integrity.
Through the collective expertise of our nearly 26,000 employees, we operate a world-class network of production, distribution, and ag retail facilities. We efficiently serve growers’ needs and strive to provide a more profitable, sustainable, and secure future for all stakeholders. Help us raise the expectation of what an agriculture company can be and grow your career with Nutrien.
Reporting to the Sr. Manager, Compensation, this role will partner with the Human Resources Business Partner (HRBP) community in the delivery of the compensation programs to leaders and employees, ensuring Nutrien’s workforce is positioned competitively, and programs are administered in an effective and equitable manner. This job will provide consultation on a variety of compensation programs that may include Broad Based Compensation, policies, and procedures. The Senior Analyst, Compensation will interface with and provide advice to multiple stakeholders outside of the Total Rewards Center of Excellence in the assigned client groups. This role provides advise on compensation strategic matters that drive and solve business needs.

• Help drive the direction of Nutrien’s Compensation strategy and framework by strongly partnering with HRBPs, business leaders, finance, and payroll, as part of the global compensation team.
• Be the primary strategic advisor to HRBPs and business leaders in assigned client groups through effective consultation on all areas of compensation that drive the mission’s strategy.
• Take a lead advisory role in compensation projects that impact assigned client groups and/or the enterprise as a whole.
• Act as a change agent for the organization by facilitating the transfer of knowledge on compensation programs and processes across the business through transparent discussion, effective listening and building positive relationships.
• Administer the annual compensation process in partnership with the compensation operations team, including, merit budget, base pay, and variable compensation.
• Provide support during the annual compensation survey, benchmarking, and data analysis processes.
• Conduct and provide market competitive recommendations through research, market pricing, and benchmarking for best practices.
• Conduct job evaluation and market pricing.
• Support Pay Equity efforts through reporting, analytics, and communication material.
• Conduct various data analytics and data visualization such as impact analysis, data modeling and costing of compensation program.
• Comply and stay abreast of local/federal compensation requirements and statutes.