Compensation Analyst | Corporate Office

Job Summary

The Compensation Analyst reports to compensation team management to coordinate and execute analytical projects for human resources with a focus on compensation and related total rewards programs. Primary responsibilities include research and analysis of HR programs and data; the design and generation of standard and custom reports, metrics, and dashboards to generate insights and recommendations; collaboration as an internal consultant on a broad range of cross-functional HR projects.

• Analyzes internal and external pay equity and provides consultative guidance and recommendations for internally equitable and market competitive offers and pay adjustments based on compensable factors (e.g., documented qualifications, location, job level).
• Prepares, facilitates, and administers regular and ad-hoc bonus and incentive plans and programs.
• Analyzes and contributes to the evaluation of total reward programs, including bonus and commission incentive plans, pay differentials, and other recognition and rewards. Researches and analyzes market data to benchmark best practices and competitive positioning. Identifies and prioritizes recommendations to improve and maintain market competitiveness.
• Facilitates the configuration, maintenance, and administration of job descriptions, competencies, and performance management systems and processes to enable effective recruitment, retention, and pay for performance.

• Contributes subject matter expertise and consultative guidance to internal customers and cross-functional projects within HR and the company.
• Develops and prepares high quality analyses, reporting, and presentations. Gathers and documents business requirements and identifies potential solutions and recommendations. Designs and generates standard and ad-hoc reports to analyze and provide insights and interpretation to enhance decision making and problem solving.

• Maintains and enforces data integrity, accuracy, and confidentiality of all human resources data. Audits data and processes to ensure data integrity and quality.
• Participates in the continuous development, adoption, testing and maintenance of HR processes and systems. Documents and maintains standard operating procedures and workflows for select HR functions and business processes. Monitors current and emerging HR trends and practices to continually develop professional competencies and HR programs.

• Maintains awareness of federal, state, and local wage and hour and other employment-related laws and regulations (e.g., Fair Labor Standards Act, EEO). Supports compliance with federal, state, and local employment-related laws and regulations with reporting and by researching best practices and implementing process enhancements to improve efficiency and effectiveness.
• Performs other related duties as assigned to meet the needs of the business.

• Bachelor’s degree and 2 to 4 years of experience in quantitative and qualitative analysis of human resources programs with a focus on compensation or related area required, or an equivalent combination of education and experience
• Project management experience required

• Corporate compensation and/or consulting experience strongly preferred
• Experience with incentive compensation and/or sales performance management systems strongly preferred
  
  Experience with Workday human capital management system strongly preferred
• Certification in human resources or related field preferred (e.g., SHRM-SCP/CP, SPHR/PHR, CCP)

• Quantitative and qualitative analytical skills applicable to large data sets
• Knowledge of human resource principles and practices, especially base and incentive compensation
• Knowledge of all employment laws and regulations, especially governing wage and hour practices (e.g., FLSA, EEO, FMLA)
• Knowledge and skill to design reports, summarize and…