What are the responsibilities and job description for the Senior Compensation Analyst position at Wright-Patt Credit Union?
Department
Human Resources
Job Location
3560 Pentagon Blvd, Beavercreek, Ohio
Position Type
Full-Time/Regular
Work Type
Variable
NMLS Required
No
Pay Classification
Exempt (Salary)
Grade and Compensation Band
PG 18: $84,427.20 – $126,568.00 (Annually)
Target Compensation
$90,000.00 - $110,000.00
The Senior Compensation Analyst assists the cooperative with governance, oversight, analysis, insight, development, structure, and maintenance of all WPCU salary bands, variable compensation plans, and incentives.
- Executes on creation, efficacy, profitability, compliance, and audit functions for all variable compensation plans. Works with third-party compensation vendor as needed to review design of plans and industry best practices. (20%)
- Delivers ad-hoc compensation reporting (including annual board reporting), analysis, and recommendations for design and structure. (15%)
- Addresses audit and regulatory findings/recommendations in all compensation plans and pay practices. Ensures compensation management practices and SOPs are up-to-date, reflect policy accurately, and are compliant. (15%)
- Engages with third-party compensation vendor to request and analyze market valuation for position pricing as needed and delivers results to internal management; consults HR and management team partner-employees with complex compensation offers and negotiations; assists Director, HR and VP, HR with pay equity and spot bonus request evaluations. (15%)
- Conducts the triennial compensation project, including engagement with internal stakeholders and coordination with third-party compensation vendor. (15%)
- Works with third party compensation vendor to deliver annual recommendations for salary range adjustment and merit pool; collaborates with HR and benefits team members to assess strength of total rewards package offered to partner employees. (5%)
- Researches and executes pay equity, living wage, and similar initiatives, as directed; assists with total rewards statement data gathering and execution. (5%)
- Leads compensation-specific training for management and partner-employees. Provides consultation to managers on compensation topics. (5%)
- Ensures proper policies, procedures, risk mitigation activities, and operating controls are followed. Reports gaps in policies, procedures, and operating controls to leadership to ensure member/partner-employee impact and risk is mitigated. (5%)
- A bachelor’s degree in Human Resources, Finance, Economics (or a related, applicable field) required;
- Five (5) to Eight (8) years of progressive experience in compensation planning and oversight required;
- Certified Compensation Professional (CCP) or similar certifications highly preferred;
- Advanced data processing and analytical skills, including complex financial modeling, predictive analysis, and executive presentation design required;
- Advanced Microsoft Excel mastery;
- Excellent verbal and written communication skills, including the ability to make complex subject matter approachable and easy to understand.
- Ability to work independently, interdependently, and as part of a team.
- Demonstrated experience/maturity to handle confidential and sensitive information.
- Possess a positive, service-oriented attitude with excellent follow-through on issues.
- Foresees potential challenges and comes prepared with solutions to solve variety of problems.
- Highly organized with ability to manage multiple priorities in a fast-paced environment.
Salary : $84,427 - $126,568