Human Resources Compensation Analyst

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POSITION SUMMARY

The Compensation Analyst is responsible for overseeing the administration of compensation programs, serves as a subject matter expert (SME) with technical HR Compensation knowledge and best practices within the Human Resources Department. The Incumbent is responsible for conducting market and internal research to provide data-driven recommendations on compensation programs and their delivery, to ensure the organization remains competitive. Collects and analyzes data; responds to salary surveys; conducts compensation studies and/or research and prepares reports. Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position. The Compensation Analyst serves as a trusted partner with employees and managers, provides service excellence and responsiveness, and proactively identifies opportunities to deliver HR best-practices. Responsibilities are performed independently, under general supervision and direction of the Director of Human Resources, and requires the capacity to manage multiple priorities, work effectively in a fast-paced environment, and demonstrate excellent judgment with managing sensitive and confidential information.

ESSENTIAL JOB FUNCTIONS

• Compensation Programs Administration
• Market Research and Comparison
• Trend Analysis
• Program Development
• Human Resources and Labor Law Knowledge
• Data Analysis and Management
• Design and Exemption Evaluation
• Compliance Reporting

PRINCIPAL TASKS

Compensation Administration: Partners with the Director of Human Resources and the Compensation Committee to build a strategic compensation management program, design compensation philosophies, and develop compensation strategies/guidelines ensuring that compensation practices are fair, accurate and aligned with the company's overall business objectives. Facilitates Company-wide compensation activities, including the annual wage and salary increase program, discretionary and performance-based bonus programs, and other variable pay initiatives. Provides support to ensure HR systems track compensation elements and provides related reports as needed. Benchmarks jobs against survey data and market intelligence to determine competitive compensation ranges and prepares summary reports as required. Support various salary survey participation and be involved in survey results collection and analysis.

HR Data Analysis: Analyses compensation data to provide recommendations to HR and Management regarding appropriate compensation. Provides candidate offer assistance to Talent Acquisition and Management to determine competitive compensation ranges. Completes ad hoc requests for off cycle salary adjustments ensuring fair and accurate salary ranges within compliance of compensation practices. Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.

HR Project Management: Supports HR projects and initiatives with data analysis, insight generation, and recommendations that improve decisions. Supports the development of presentation materials with relevant data, visuals, and storytelling . Owns compensation salary survey participation to completion in partnership with Mercer, Pearl Meyer, and ERI.

Design: Prepares and maintains s for each position in the organization; partners with the managers to ensure that descriptions accurately reflect the work that is being performed by incumbents. Assesses a wide variety of jobs and their respective duties to determine proper FLSA classification.

Compensation Systems & Software: Acts as primary point of contact for ERI Software. Oversee and manage the implementation and maintenance of compensation software (ERI) ensuring that the software is accurately capturing and tracking employee compensation data, such as salaries, bonuses, and benefits. Set up and configure software needs, including setting up pay structures, job codes, and employee hierarchies. Monitors system to ensure proper functioning and reporting. Addresses technical issues that arise and provides ongoing support and troubleshooting as needed.

Compliance Reporting: Supports data governance processes by monitoring data quality, addressing or escalating issues, and ensuring compliance with data privacy regulations.

Other: Responsible for any other additional duties as assigned by the Director of Human Resources.

MINIMUM QUALIFICATIONS

WORK EXPERIENCE: Three to five (3-5) years experience as an analyst/administrator, preferably working within a HR department or equivalent experience. Advance experience with Excel (e.g., pivot tables, macros, and vlookup) and compliance reporting required. Hands-on knowledge with compensation programs, HR data management/analysis, and HR project management required. Knowledge of related federal and state employment laws. Bilingual in Spanish preferred.

ACADEMIC/TRAINING: Bachelor's degree from an accredited college in Business Administration, Business Management, Human Resources, or related field preferred, or an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job. HR or related professional certification is preferred.

SKILLS: Must be proficient in MS Office (Word, Excel, PowerPoint, and Outlook), as well as any HRIS system. Knowledge of compensation design is required, and knowledge of quantitative/qualitative research methods is preferred. Effective interpersonal, organization, and superior communication skills with the ability to deliver messages with respect, tact, and diplomacy. Must be detailed oriented and possess excellent judgment about sensitive and confidential information. Ability to work collaboratively within and across departments and function in a team environment. Must maintain knowledge of federal and state employment laws.

PHYSICAL DEMANDS: Must be able to stand, sit, move, and use fingers for extended periods of time. May require walking primarily on a level surface, reaching above shoulder heights and below the waist, as well as lifting up to 25 pounds.

WORK ENVIRONMENT: The work environment is typical of an office environment where the air is controlled and kept at mild temperatures. HR activities require travel and working outside of standard business hours to be responsive to our customers.