Job Summary The Compensation Analyst is responsible for the daily administration of compensation and performance management programs. The Compensation Analyst provides industry related analysis to support ongoing programs. The Compensation Analyst leads compensation related projects and makes recommendations for program and policy related changes to support the strategic objectives of the company. Essential Job Functions Administers annual bonus and merit process, including interfacing with management and HR business partners, developing funding recommendations and modeling guideline recommendations, reporting, ensuring data accuracy. Administers job classification programs including classifying and reclassifying positions, job shadowing, and writing job descriptions. Consults with business unit management to assist in the design and documentation of positions to ensure jobs are accurately described, key result areas are effectively documents, and jobs are appropriately classified and slotted consistent with applicable legislation and internal compensation practices. Supports compensation management transparency efforts through communication and related education activities to ensure compensation policies, practices, and procedures are understood at all levels of the organization. Analyzes pay programs to ensure compliance with applicable legislation including FLSA and EEO. Conduct market research, prepare and submit salary survey data, complete job benchmarking, evaluating industry trends and practices to remain competitive and consistent with the company’s compensation and employee relations philosophy. Performs specialized compensation tasks such as job evaluation, hierarchy analysis, benchmarking, and technical research. Supports annual salary structure assessment. Supports analytical insight through reporting, analysis, and presentations to management. Coordinates and supports compensation program management with other functions within the Human Resource function, including HR, benefits, and payroll management to maintain efficient HR processes and effective total compensation programs. Consults with managers to ensure appropriate compensation adjustments accompany job and responsibility changes. Assists with other HR functions and projects as assigned based on business needs. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice. Employees are expected and encouraged to participate in safety and health program activities including immediately reporting hazards, immediately reporting unsafe work practices and incidents to supervisors, wearing required personal protective equipment, and participating in and supporting safety committee activities. Education & Experience Bachelor’s degree in Human Resources, Business Administration, or related field, or an equivalent combination of education and relevant experience required. CCP, PHR, or SPHR designation preferred. At least 3 years’ relevant human resources experience with 1 year of compensation experience strongly preferred. Competencies – Knowledge, Skills, and Abilities Large enterprise system experience preferred, i.e. Ceridian, SAP, Oracle, or Workday Ability to maintain the confidentiality of any information s/he encounters Excellent project management skills and ability to coordinate multiple projects and programs Ability to effectively perform project work involving internal and external teams Ability to compile effective and concise visual reports in charts, graphs, and table format. Strong administrative, multitasking, analytical, and organizational skills to be able to coordinate compensation and performance management activities and functions