General Job Description:Directlyreporting to the Vice President, Human Resources, the Senior Compensation Analyst will be responsible for assisting management in the development of job descriptions and using internal and external industry data in the administration and implementation of staff compensation program(s) and initiatives. The incumbent will research and evaluate compensation and job requirements, conduct market research and trend analysis, develop, and execute compensation pay practices, and provide recommendations to leadership and senior members of the organization to ensure the organization is competitive and complies with the required state and federal regulations. To be successful in this role, the incumbent must be service-oriented, act with professionalism, integrity, discretion, confidentiality, and urgency, be appropriately responsive to client needs, and be able to partner with support teams to deliver system and process support.

Supervises: None

Essential Duties & Responsibilities

• Develops, prepares, updates, and maintains all job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents and meets standard FLSA requirements.
• Review, enhance, and maintain compensation framework and job structure. Assesses jobs and their respective duties and responsibilities to determine classification as exempt or nonexempt and determine appropriate salary ranges.
• Gathers data from market-based compensation surveys; uses data analysis techniques to assess results and determine market trends and recommended salary range adjustments to align with market rates. Prepares and maintains all job classifications and salary ranges.
• Conducts interviews and surveys of managers to gather and document all job requirements, organizational, and occupational information including specific duties, responsibilities, and skills required for each job.
• Benchmarks jobs against external survey data and other market intelligence to determine competitive compensation ranges for each position.
• Prepares and presents summary reports of job analysis and compensation analysis information for leadership to help define compensation objectives, programs, and employee pay administration.
• Evaluate and implement job analysis instruments and materials.
• Advises management on applicable state and federal employment regulations, compensation policies, and associated practices. 
• Performs other related duties as assigned.

Position Requirements (Skills, Work Experience, Education, etc.):

• Bachelor’s degree in human resources, business administration, or a related field required.
• Minimum of 4 years of direct experience as a Compensation Analyst required.
• Demonstrated strong experience with salary survey participation, market analysis, job evaluation, compensation plan design, and compensation administration required.
• Strong analytical, critical thinking, problem-solving, and computational/statistical skills required.
• Extensive knowledge of compensation-related laws, regulations, and best practices required.
• Excellent written, verbal communication, and presentation skills.
• Excellent collaboration, organizational, and time management skills.
• Proficient with Microsoft Office Suite or similar software.
• Strong proficiency in Excel required.

ACCO Competencies:

• Proactivity / Initiative: Recognizes what needs to be done and accomplishes it in a manner appropriate for one’s level/position and with minimal supervision.
• Perseverance: Shows the wherewithal to fight for difficult goals despite challenges and to bounce back from adversity.
• Insight: The ability to gather and make sense of information that suggests new possibilities.
• Engagement: Shows a knack for using emotion and logic to communicate a persuasive vision and connect with people.
• Teamwork: The ability to effectively work toward common goals with others by supporting, encouraging, and sharing information in an authentic and approachable manner.
• Big Picture: Understands and contributes to organizations’ short- and long-term business strategy. On a personal level has independently developed a vision for short- and long-term career success.
• Motivation / Dedication: Commits to excellence in pursuing unselfish goals. Initiates action with collective goals takes responsibility and shows personal humility.
• Technical Curiosity / Willingness to Learn: Interest in seeking out new experiences, knowledge, and candid feedback; demonstrating an openness to learning and change.
• Problem-Solver: Ability to identify, analyze, and solve a problem in support of personal, group, department, or organizational objectives.

Physical Requirements:

(The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.)

• The employee may regularly lift and /or move up to 15 pounds, and occasionally lift more if needed.
• Specific vision abilities required by this job include Close vision and Distance vision.
• While performing the duties of this Job, the employee is regularly required to stand; use hands to finger, handle, or feel; reach with hands and arms, and talk or hear. 
• The employee is occasionally required to walk and sit; climb or balance and stoop, kneel, crouch, or crawl (for purposes of assisting with project job walks and site inspections).
• The employee is occasionally required to reach above shoulder height to access storage cabinets and shelves.

Hours:

This is an exempt position. Workdays are scheduled from Monday through Friday. Typically, work hours begin and end between 7:00 am and 5:00 pm as scheduled with the position's supervisor. Occasional overtime may be necessary per business needs.

Travel: - 0- 5% only as needed to collaborate with leadership partners and the HR team.

Competitive Wages: 

$95,000 to $105,000 Annual Salary. Applicants please note that actual compensation is determined by several factors that are unique to each candidate, including but not limited to job-related skills, depth of experience, certifications, relevant education or training, and specific work location, among others. The offered wage or salary is only one aspect of an employee's total compensation.

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