Senior Compensation Analyst

Job Description

Job Description

00015 Store Support Center

SUMMARY

The Senior Analyst, Compensation is responsible for supporting the establishment and maintenance of the compensation function for both field and corporate employees. This individual will help support the organization's compensation infrastructure by providing the necessary analytics and compensation metrics needed to support organizational objectives. As a senior level professional this role will assist in driving the compensation strategy of the organization, under the guidance of the Senior Manager, Compensation Business Partner. Including, but not limited to working on strategy projects like job architecture, documenting procedures, creating guidelines, market analysis , compensation metrics, annual merit process, creation and maintenance of salary structure and incentive programs.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Aid in the establishment and maintenance of the organization's compensation philosophy and architecture, which includes creating and maintaining job profiles, job grading, market pricing, and executing formalized job progression structure.
• Support the enhancement of pay programs based on competitive benchmarking and industry standards, ensuring pay programs are market competitive.
• Administer the annual compensation and incentive processes to include planning, updating guidelines and tools, system testing, preparing communication materials and consulting with HR business partners and management on the process and recommendations.
• Assures through audits, reports, and personal contact that the organization's compensation programs are consistently administered in compliance with company policies and government regulations.
• Research projected salary increases each year and provide insight into the salary budget proposal.
• Participate in salary surveys as well as collect and analyze salary information to help determine our competitive positioning in the market.
• Benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges.
• Partner with Human Resources Business Partners, Talent Acquisition and Hiring Managers to evaluate job duties and responsibilities for new positions and provide benchmarking information and recommendations.
• Conduct equity reviews and drive the overall compensation strategy of competitive pay, equity, and pay for performance.
• Support in the preparation of presentations and data analysis for Board and Senior Leadership Team meetings.
• Ensure compliance with compensation laws and regulations while staying up to date with current and upcoming competitive market trends in our industry.
• Assist with ad-hoc and annual analytical projects from management and senior leadership involving large amounts of data, identifying key themes, and highlighting areas of opportunity, including assessment of Compensation Metrics to assess larger strategy objectives.
• Leverage system functionality and optimize capabilities within the compensation modules of the company's human capital management system (Workday).
• Analyze data and processes to provides suggestions for enhancement to current plans and programs.
• Conduct FLSA (Fair Labor Standards Act) analyses and make recommendations for the FLSA status of new and existing positions.
• Liaise with Finance and Payroll on compensation administration when appropriate.
• Stay knowledgeable about compensation trends and strategies and work to innovate and improve the compensation programs at the organization including finding ways to automate and be more efficient.
• All other duties as assigned.
• Protects the company's assets and financial information by ensuring the accuracy and effectiveness of internal control procedures and informing management and/or appropriate officials of potential fraud risk.
• Measurable Outcomes: Ensure timely, accurate reporting and analysis of employee compensation related to employee performance to meet strategic HR objectives set by the organization.

SUPERVISORY RESPONSIBILITIES

• This position doesn't have any supervisory responsibilities.

QUALIFICATIONS

• Bachelor's degree or equivalent experience.
• 5 - 7 years of related experience.
• Compensation experience in Retail preferred.
• Experience with Workday, or comparable Enterprise Resource Planning (ERP) system, preferred.
• Thorough knowledge of human resource laws, regulations, and best practices pertaining to compensation and total rewards.
• Excellent analytical, organizational, and time management skills. Attention to detail and dedication to accuracy.
• Statistics knowledge around pay equity preferred but not required.
• MS Office Suite, with intermediate to advanced knowledge of Excel.
• Professional Human Resources or Compensation certification a plus (SHRM-SCP, SHRM-CP, SPHR, PHR, CCP, CBP, etc.)
• Working knowledge of industry-standard tools including survey platforms (Salary.com, etc.)
• Strong analytical skills and ability to interpret and communicate data; demonstrated experience performing complex reporting and analysis.

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