Job Title: Sr. Compensation Analyst Company: SBH
Proposed Job Title: Date Evaluated: 
Grade: P06 Code: USA-SRCOMP Positions Reporting to this job:
None
Department: Compensation
Reports to (Title): Sr. Director Compensation

Essential Function This paragraph is designed to identify the essential functions of the job. The summary will require only a few sentences and should answer the question: "why does this position exist?"
Formulates recommendations in the development and design of compensation programs and performs full scope of activities related to the administration and delivery of these programs. Typical assignments include assessing competitive practices and the organization's competitive position for specific programs, recommending actions or programs, preparing reports and recommendations related to programs, and interpreting policies and procedures. Duties may include assisting with job evaluation and pay program development projects, influencing and administering compensation administration programs, developing and administering bonus programs. This is a hands-on role performing compensation analysis and job evaluations while working collaboratively with HR Business Partner’s companywide.

Primary Duties Provide clear, concise statements using action verbs to describe what is done, with or for whom the action is taken and the purpose or outcome to be achieved. Responsibilities should be listed in order of percentage of time spent performing the actual duty.
Supports the Total Rewards initiative providing compensation related design, analysis and project management. Assist in the administration of the company’s incentive plan and maintains familiarity with various incentive plans. Works with HR Business Partners and business units in developing efficient and accurate methods for conveying information to the field. Responds to and resolves team member inquiries with respect to incentive compensation.
Assist in the development and implementation of SBH’s base salary compensation program including all aspects of administration. Participates as a team member in the compensation planning cycles and programs. May be a work stream lead on different programs/projects.
Designs, implements and administers existing incentive plans including sales and bonus plans. 
Prepares and presents the companywide annual salary merit budget analysis. Reviews market data to determine the company's overall compensation position and presents recommendations to ensure both internal equity and external competitiveness.
Assists with budget and expense projections for the various cost centers within the organization
Executed and administers annual focal merit programs
Consults with and provides guidance when needed on proper classification of staff positions, interpretation of job classifications, and the application of compensation policies and procedures.
Evaluates and recommends salary survey sources and provides company data for survey submission. 
Provides support to management and HR Business Partners on compensation issues related to salary offers for new hires, promotions and transfers utilizing both internal and external survey information.
Updates, maintains job descriptions for all positions within the organization providing a basis for job evaluations.
Additional duties and special projects as assigned
Knowledge, Skills and Abilities Indicate the minimum qualifications required to perform the job: work experience (including type of work and number of years required); education (including desired degree and field of study); specify certificate or license requirements.
• Bachelor’s Degree or Equivalent Experience related field required
• 5 years’ progressive compensation/HR experience, preferably in Retail Industry
• Demonstrated project management experience and ability to lead large projects
• Certified Compensation Professional credentials preferred.
• Proficient in Compensation practices, labor laws, market pricing, job evaluations, merit analysis, incentive structures, etc
• Significant experience and highly proficient utilizing Microsoft Word and PowerPoint with advanced database/spreadsheet (Excel & Access) background

Competencies / Attributes Indicate relative “qualitative” or other important aspects that would enhance the ability to perform the job. i.e. detail oriented, customer focused, team player, etc.
• Excellent analytical, quantitative and qualitative reasoning skills and draw accurate conclusions.
• Experience in organizing and analyzing data into actionable recommendations and conclusions for presentation in a clear, concise, and easily understandable manner
• Must be self-motivated team player with strong attention to detail, high level of accountability, ability to prioritize tasks and the ability to work independently or with a team.
• Excellent PC skills, including spreadsheets, presentations, Microsoft Office suite of products, and the ability to learn and utilize a variety of HR systems as well as online compensation tools. Must have advanced Excel skills including, but not limited to, V-lookups, pivot tables, and formula writing.
• Possess strong time management, organizational and problem-solving skills with the ability to multitask and work in a deadline-driven environment.
• Strong project management skills with the ability to develop and deliver within project timelines
• Ability to handle confidential and sensitive information with complete discretion
• Excellent verbal, written and interpersonal communication skills with the ability to interact with all levels of personnel from front-line employees to executive management as well as external business partners.

Nature and Extent of Direct or Indirect Controls Exercised by the Supervisor

□ Task Level High X Departmental/Division Level High
X Project Level High □ Consultative Level High

The amount of discretion or freedom this position has

□ Strict Adherence to Guidelines
X Interprets and Adapts Guidelines □ Develops and Implements Guidelines

Working Conditions /Physical Requirements Indicate the normal working environment i.e. office, store, warehouse, etc. as well as any physical requirements required to perform the job duties (lifting requirement, dexterity, etc).
The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, files, books, small parts, etc. No special physical demands are required to perform the work.
The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, and residences, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations, etc. The work area is adequately lighted, heated, cooled and ventilated.