Data Analyst

We create possibilities that move life and commerce forward

Welcome to Manhattan. Every day, our supply chain commerce technology connects two billion people to 20 billion consumer choices. In the warehouse, on the road and in the store, we make what was once impossible, possible. If you want to tackle complex problems and redefine markets, you’ve come to the right place.

As a Compensation and People Data Analyst, you will be responsible for supporting the Company’s People Team with compensation processes and People data needs.

You will be considered an HR specialist for the business, as well as a thought partner across all areas of Human Resources. You will problem solve with the HR team, and support the design, development and implementation of compensation and analytical initiatives involving statistical analysis, modeling, and implementation. Using people metrics and analytics, your skills and experience will improve HR performance and drive business outcomes.

By supporting analytic reporting projects, your meaningful insights will foster change across business areas that span the employee life cycle, such as compensation, workforce planning, employee experience, attrition, and talent acquisition. This role is collaborative, creative, and focused, with tremendous opportunity for impact, bringing additional opportunities to an already successful organization.

This position does not have any direct reports but will have ownership responsibility for project work and key processes. The role is part of a global team and will report to one of the Senior Compensation Manager who sits in Atlanta. The role is also based in Atlanta, Georgia but has a global scope, supporting our businesses in the US, Europe and Asia.

The position does offer growth opportunities in the Compensation function with the possibility of development into a Senior Specialist, Manager or Director role.

The role involves spending time on both global compensation and people data analytics. The focus can vary throughout the year, depending on the Company’s regular merit and promotion cycles and special projects. The responsibilities for this role include the following, in addition to special projects and ad-hoc requests:

• Administer our broad-based compensation program, which includes annual year-end merit, promotion and mid-year compensation cycles, corporate and sales bonus programs, sales commissions plans, and a public equity grant program;

• Partner in the development, implementation, and communication of compensation programs and policies including base salary, annual incentives and equity.
• Maintain compensation structure / wage grades – work with HR partners and clients to analyze positions using both market and internal data, determine appropriate wage grade within structure, and recommend compensation packages. Keep structure and HR teams updated.
• Maintain job evaluation process including library of job descriptions across all functions, assignment of job codes, recording and maintaining records in jobs database.
• Assist in coordination and administration of the annual performance review process, including preparation of annual incentive statements.
• Manage job families, job architecture and job leveling, profile set-up and similar job changes in Workday;
• Update and maintain compensation structures and wage grades, including submission of market survey data for benchmarking with AON Radford and similar services;
• Support compensation analysis for job offers and compensation change requests;
• Work with Chief People Officer, HR Business Partners, or other People team members to provide compensation support as needed (typically as monthly reporting);
• Help drive use of Workday in compensation processes, improve or extend capabilities, and help develop additional opportunities to leverage Workday;
• Support other business teams such as Finance, Legal, Services, R&D, and Sales with compensation data, processes and requests, as needed.

• Prepare monthly, quarterly and ad-hoc reports for various HR metrics– headcount, turnover, new hires, promotions, terminations, etc. Review and analyze…