JOB SUMMARY

The Sr Compensation Analyst provides analysis and administration of the compensation pay practices and policies. They will provide guidance to the business in terms of internal compensation evaluation and job evaluations. They will assist in the development of new policies and help spearhead any implementation of compensation or recognition programs. They will heavily support broad-based compensation practices and policies, and executive compensation initiatives.

EDUCATION AND EXPERIENCE

• 4 year / Bachelor's Degree (Required)
• In lieu of the above education requirements, an equivalent combination of education and experience may be considered.
• Two (2) or more years Experience working with PowerBI (Preferred)
• Four (4) or more years Experience with Willis Towers Watson job structure and methodology (Preferred)
• Four (4) or more years Experience working with SAP SuccessFactors (Preferred)
• Four (4) or more years Experience administering variable pay plans (Required)
• Four (4) or more years Experience in Executive Compensation (Required)
• Six (6) or more years Experience working in Compensation or Total Rewards (Required)
• Six (6) or more years Related experience working in some type of analytical role (Required)
• Preferred Certifications/Licensures: (Certified Compensation Professional)

JOB REQUIREMENTS

• Provides executive compensation analytics support, i.e., ad-hoc reporting requests, tally sheet creation, annual proxy support, etc.
• Assists in managing the Non-Qualified Deferred Compensation (NQDC) plans for our executives and board of directors.
• Manage salary structure, job codes, and creation and maintenance of the career management framework (CMF) and all complex job evaluations below the SVP level.
• Administer salary programs such as ad-hoc compensation evaluations, cost analysis on pay progression plans and collective bargaining agreements.
• Lead specialty projects, i.e. full compensation restructures and market alignment.
• Partner with internal and external resources to participate in market study analyses of base, bonus, and other compensation measures
• Supports the administration of the Employee Stock Purchase Plan (ESPP) and the general stock plan administration.
• Conducts quarterly data audits for compliance with internal processes and general compliance.
• Work with HRBPs and Talent Acquisition to assess/recommend offers for new hires
• Works with Business Leaders and HRBPs to identify and adjust individual compensation needs.
• Support the administration of the annual DRIVE process: merit, annual incentive plan (AIP), and training related to the process.
• May provide analytical assistance to the Benefits team, particularly around cost analysis and the annual 401(k) audit.
• Must be detail oriented, analytically driven, and well organized.
• Self-starter with the ability to work independently and as a part of the overall team in a fast paced environment.
• Discretion, confidentiality, and sense of urgency are key fundamentals for compensation.
• While this job description aims to provide a comprehensive overview of the role, it may not detail every task or responsibility required.

CORE COMPETENCIES

CHANGE AGILITY (LEVEL 2 SUPPORTING)

Identifies, initiates, and adapts to organizational changes that foster enhanced effectiveness, efficiency, safety, and ultimately business results.

COLLABORATION (LEVEL 2 SUPPORTING)

Sees connection points across the organization and partners effectively with others to achieve common goals.

DECISION MAKING (LEVEL 2 SUPPORTING)

Selects a course of action to reduce risk and uncertainty and create optimal outcomes.

DRIVE FOR RESULTS (LEVEL 2 SUPPORTING)

Drives to achieve challenging performance objectives.

TEAM BUILDING (LEVEL 2 SUPPORTING)

Builds trust, fosters openness, and provides support. As the manager of a team, selects and motivates a strong team.

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