Compensation Analyst; Mult. Pos

Statement About Position/company

A job at TSMC Arizona offers an opportunity to work at the most advanced semiconductor fab in the United States. TSMC Arizona’s first fab will operate its leading-edge semiconductor process technology (N4 process), starting production in the first half of 2025. The second fab will utilize its leading edge N3 and N2 process technology and be operational in 2028. The recently announced third fab will manufacture chips using 2nm or even more advanced process technology, with production starting by the end of the decade.

America’s leading technology companies are ready to rely on TSMC Arizona for the next generations of chips that will power the digital future.

Compensation Analyst #5189

A job at TSMC Arizona offers an opportunity to work at the most advanced semiconductor fab in the United States. TSMC Arizona’s first fab will operate its leading-edge semiconductor process technology (N4 process), starting production in the first half of 2025. The second fab will utilize its leading edge N3 and N2 process technology and be operational in 2028. The recently announced third fab will manufacture chips using 2nm or even more advanced process technology, with production starting by the end of the decade.

America’s leading technology companies are ready to rely on TSMC Arizona for the next generations of chips that will power the digital future.

As a Compensation Analyst, you will demonstrate a strong sense of reliability and enthusiasm and will possess an attitude that embodies our core values – Integrity, Commitment, Innovation, and Customer Trust. Multiple positions available.

Analyze compensation data, generate reports and identify trends in salary distribution and bonuses. Create structured framework to estimate the financial impact of proposed compensation changes by using cost models for new pay programs.

• Develop detailed reports for performance-based compensation strategies, including short term incentives (STI), Long-term incentives (LTl), Merit-increase bonuses and promotions.
• Generate and analyze headcount reports on a regular basis (every pay period) to track employee distribution across departments, job levels and pay grades.
• Analyze employee compensation against FLSA classifications and market benchmarks.
• Conduct quarterly analysis of the headcount report ensuring pay practices align with legal and business standards.
• Handle the accruals for Short-Term Incentives (STI) and Long-Term Incentives (LTl), calculating and tracking the financial impact of these incentives to ensure accurate budget forecasting and compliance, including working with finance to ensure proper accruals are made each pay period.
• Analyze salary offers for home and host country assignees, which involves reviewing and comparing the compensation packages to ensure that the salary offered aligns with both local market standards and the company's internal compensation structure.
• Conduct pay plan analysis, market research, and surveys to ensure competitiveness and fairness.
• Develop adjustments to salary structures based on data monitoring and market analysis.
• Assist internal stakeholders, including HR, finance, and leadership, in effectively executing compensation and benefits strategies from HQ and supporting local teams in the USA.
• Collaborate with external stakeholders, such as vendors and consultants, to leverage expertise and resources as needed.
• Design and Implement procedures for the administration of compensation and benefits programs, ensuring accuracy and compliance.
• Administer retention programs and incentives to attract and retain top talent.