Compensation Analyst, HR​/Recruitment

Overview

The Compensation Analyst supports the development and administration of salary structures, incentive plans, and job evaluation programs. Performs moderately complex compensation analysis. Serves as a key resource to Senior Compensation Analysts and internal HR team(s), to ensure pay practices are competitive, market-relevant, strategic, and compliant with regulatory requirements.

• Minimum Education
  :
  Bachelor s Degree Human Resources, Business, Finance, or related field. (Required)

• Minimum Work Experience
  : 2+ years of related HR/Data/Finance experience (minimum of 1 year direct Compensation experience) (Required)

• Required Skills/Knowledge
  :
  Proficiency in Excel, HRIS systems, and compensation software.

• Compensation Analysis — Functions independently to evaluate job description requests to ensure alignment with internal philosophy and external market. Conducts job analysis to determine Fair Labor Standards Act (FLSA) classification, benchmarking against external salary surveys, and internal grade range alignment.

• Conducts pay analysis to provide recommendations for various ad hoc pay transactions such as new hires, promotions, and internal equity inquiries.

• Performs less complex market analyses and internal salary reviews to ensure market competitiveness and internal equity, as well as assisting Senior Compensation Consultants with larger, more complex analyses.

• Responsible for smaller, less complex client group, as well as supporting larger, more complex groups with Senior Analysts.

• Supports cyclical compensation processes such as annual salary increases for union and non-union populations, special incentive payouts, and market adjustments. May lead smaller-scale projects/programs.

• Supports salary survey management by participating in salary surveys to obtain data to support changes in policy, practice, and rates of pay, ensuring the most competitive and strategic compensation practices. May serve as point person for certain surveys, to ensure on-time, accurate participation.

• Serves as a resource for compensation applications (such as Market Pay, JDXpert) for data updates, user assistance and vendor support.

• Administers updates to compensation resources, including but not limited to salary ranges, hiring guidelines, compensation forms, and job code tables.

• Provides data, research and support for compliance filings and department audits.

• Maintains a working knowledge of regulatory matters to ensure compensation policies, practices and procedures are compliant.

• Provides ongoing process and audit reviews such as minimum wage, Union compliance, etc.