We have an excellent opportunity for a detail-oriented Senior Compensation Analyst to join our Human Resources team.
In this role, you will be responsible for the administration of Compensation programs, including base pay administration, market pricing, benchmark analysis, evaluation of salary grades/ranges, salary upgrades, position reclassifications, and other compensation related actions.
The successful candidate will interact with department leaders, perform confidential and critical analysis, exercise sound judgement, and work with minimal supervision.
Responsibilities Supports Funds’ Compensation programs, including base pay administration, market pricing, benchmark analysis, evaluation of salary grades/ranges, salary upgrades, position reclassifications, and other compensation related actions.
Conduct analyses and studies to support management in developing and administering effective compensation programs in accordance with the Funds’ compensation strategy.
Assess and provide thoughtful and holistic recommendations in base compensation for new hires, promotions, transfers, salary adjustments, and other compensation actions utilizing best practices and compensation methodology.
Complete timely and accurate salary reviews and analyzes results to ensure pay level is commensurate with compensation strategy, and internally equitable.
Track, calculate, and process all scheduled salary actions, including probationary, step, and longevity increases in accordance with CBA and/or Fund policy and procedures.
Perform job analysis, job evaluation and market pricing of positions using external resources as needed Design and builds compensation metrics, reports, and tools to inform compensation program decisions, forecasting and budgeting.
Collaborates with HRIS to ensure accuracy in HR data systems including compensation, levels, titles, and other compensation related matters.
Draft and maintain job description and position description questionnaires database Participate in special projects such as reorganizations, across
– the-board increase processes, and incentive programs.
Qualifications Bachelor’s Degree required, or equivalent combination of education and related experience; Certifiied Compensation Professional (CCP) desiignation preferred Minimum three (3) years of progressive compensation experience supporting the day to day compensation needs of a medium size organization.
Proven experience in developing and implementing a compensation infrastructure including job evaluation, market pricing, salary structures, and job benchmarking.
High proficiency in data management and analysis; Intermediate skill level in Microsoft Excel required.
Excellent analytical, quantitative, organizational, problem resolution and customer service skills required.
Ability to take complex data and create concise, user friendly analysis.
Knowledge of Human Resource Information Systems (HRIS) or similar application.
Strong attention to detail is critical, able to multitask and meet strict deadlines.