Compensation Analyst, HR​/Recruitment

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Shape the future with us. And also your own.

As a driver of innovation, Viega is one of the most important technology leaders in the installation industry. We develop intelligent systems and integrated digital solutions. Quality is incorporated into everything we do. We believe that this is about much more than supplying pipelines. We turn spaces into living rooms:
More comfortable. More intelligent. More secure. More sustainable.

The Senior Compensation Analyst is key in supporting the Total Rewards team in the ongoing implementation, administration, and optimization of all compensation and employee recognition programs, as well as people data and analytics practices for the US and Canada. This role will partner extensively with the People Business Partners, People Centers of Excellence, and business leaders throughout the organization. This role will have the opportunity to make recommendations that drive compensation strategies to align with the Viega LLC vision and philosophy.

• Provide guidance and recommendations to People Business Partners and business leaders to ensure consistent application of compensation and job architecture guidelines and practices.
• Manage compensation data within Paycor and Success Factors.
• Provide reports and people analytics beyond compensation, including compliance, training, career architecture and job-level reporting and analytics.
• Planning and execution of annual compensation survey participation, including position to market job matches, data and program response submissions.
• Conduct annual analysis of career architecture and pay structure positioning to market; propose and facilitate architecture and structure adjustments.
• Support the annual planning, execution and review of merit and bonus programs.
• Support annual sales incentive plan end to end process and system management.
• Review and recommend proposed compensation and role matching for new and internal role changes.
• Respond to ad‑hoc reporting and analysis requests from various stakeholders across the business (HR Business Partners, Talent Acquisition, Payroll, Accounting, etc.).
• Conduct periodic audits of Paycor and Success Factors compensation module data to ensure accuracy and consistency of reporting.
• Partner with payroll to resolve issues related to team member compensation.
• Partner with HRIS and IT to best resolve systems gaps and facilitate enhancements to technology capabilities for the total rewards functions.
• Implement, and maintain employee recognition programs.
• Manage severance and retention programs.

• Keen attention to detail and ability to drive root cause analysis.
• Comfort working with competing priorities to resolve urgent, manage ongoing responsibilities, and plan to progress projects and longer‑term goals forward.
• Strong self‑motivation and ability to work independently.
• Orientation to customer service accompanying effective communication skills, both written and verbal.
• Confidence with data aggregation and analytics with ability to identify themes, summaries, and correlations.
• Understanding of and appreciation for change enablement to manage the dissemination of information and support diverse stakeholder groups with process changes.
• Understanding of the principles of total rewards and interconnection of compensation programs, systems and payroll processes.
• Highly proficient using Microsoft Excel, including advanced experience with pivot tables, VLOOKUP’s, macros and advanced formulas.

• Minimum of 8 years of compensation experience, sales compensation or knowledge of sales commissions a plus!
• Working knowledge of FLSA and other state/local labor laws.
• Prior experience working in HR systems, Paycor and Success Factors preferred.
• Bachelor’s degree in human resources, finance, mathematics, economics, accounting or business degree preferred, or equivalent work experience.

Equivalent combinations of education and experience may be considered.

Wondering if you should apply? Studies have shown that women and people of color are less likely to…