HR Compensation Analyst II

The Compensation Analyst II is pivotal in the development and analysis of the organization's compensation programs. Assist in the design and implementation of base pay structures, incentive programs, and equity plans that reflect the organization's compensation philosophy; in addition to, conducting comprehensive evaluations of our compensation programs, ensuring alignment with industry standards, internal equity, and organizational goals that contribute to the attraction, retention and motivation of our talented workforce.

What does it take to be successful in this role?

• Ability to maintain confidentiality and handle sensitive compensation information with discretion.

• Intermediate proficiency in Microsoft Excel, PowerPoint, Word, and data visualization tools

• Intermediate knowledge of compensation principles and practices, to include current state and federal regulations; working knowledge of the principles, practices, concepts, federal and state laws, and regulations of other human resources areas

• Intermediate knowledge of procedures for conducting job analyses, job evaluations, and salary surveys

• Analytical and problem-solving skills, with the ability to interpret and synthesize complex data.

• Attention to detail and accuracy in data analysis and reporting.

• Outstanding communication skills, both written and verbal, to effectively present findings and recommendations to various audiences.

Education & Experience Required

• Bachelor’s Degree in HR, Finance or a related field
• 2 year of job related and/or compensation administration experience

Or an equivalent combination of education and experience

Education & Experience Preferred

• Certification in CCP Designation and other Industry recognized HR certifications

Principal Duties & Responsibilities

• Evaluates the organizations jobs, documenting responsibilities and requirements in job descriptions. Contributes organizational data to, and analyzes results of compensation surveys.

• Conducts market analysis of company jobs to determine competitive positioning of the organizations pay programs.

• Participates in annual salary administration programs, including salary structure creation and maintenance and development of incentive or salary increase budgets. Participates in administration of annual performance management, incentive, or salary increase programs.

• Participate in salary surveys and benchmarking exercises to gather market data and evaluate our compensation packages against market

• Analyzes job responsibilities as defined in job analysis questionnaires; researches positions by conducting desk audits; analyzes jobs and prepares job profiles and postings; applies job evaluation techniques to determine appropriate salary band and segment according to compensation guidelines and policy for new and revised positions; maintains directories of job descriptions and job postings; maintains job evaluation files

• Answers inquiries from employees and managers relating to salary administration and performance management policies; solves problems effectively and communicates with all internal and external customers to ensure requests are handled efficiently; as

• Analyze compensation trends, internal pay equity, and employee performance to provide data driven recommendations for compensation adjustments and incentives.

• Serves as a project team member in planning, developing, installing, administering, and maintaining compensation programs for the organization

• Partners with division management to provide input and make recommendations regarding proposed changes to organizational structure; provides guidance and makes recommendations on all compensation issues

• May participate in annual projects to refine and administer compensation and/or total rewards initiatives

• Analyzes company compensation policies in relation to various federal and state wage and hour regulations; advises management on appropriate actions to be taken; interprets local, state, and federal laws

• Use data visualization tools to present complex compensation data in a clear and concise manner to key stakeholders. Assist in creating compensation communication materials and training programs to ensure employees understand the organization's total rewards philosophy and their individual compensation packages

• Stay up-to-date with industry trends, best practices, and changes in compensation regulations to continuously enhance the effectiveness of our compensation program

• Serves as a point of contact on employee data requirements, enters employee changes into HRIS system and ensure data accuracy

• Performs other related duties as required