JOB SUMMARY:
The Senior Compensation Analyst administers and supports multiple compensation functions and programs including, but not limited to, executive compensation, salary surveys, variable compensation and salary and job classification structure maintenance. Additionally, the role provides compensation data analysis to solve non-routine, complex business needs, leads compensation project initiatives and develops solutions to support analyses and/or processes including system enhancements. Consults with management on compensation program guidelines, regulations, and options or solutions. Advises management on moderate to complex compensation issues and leads projects.
Compensation Administration:
Participates in administration of multiple variable compensation and salary increase programs. Provides data and analytical support which may include, but is not limited to, developing, running, downloading, and formatting management reports; creating job and pay matrices; testing software for business, functional, UAT, data accuracy, and mathematical accuracy.
Aggregates and performs statistical analysis on business data based on the needs of the Compensation team.
Writes queries or reports to provide data for various analytical projects.
Integrates data from multiple data sources or functional areas, ensures data accuracy and integrity, and updates data as needed.
Conducts market analysis of company jobs to determine competitive positioning of the organizations pay programs regarding compensation.
Accurately interprets and applies policies, regulations, and compensation programs to advise management on sound business alternatives and solutions. Ensures compliance with multiple local, state, and federal laws.
May interface with leadership and various groups to understand business objectives, assesses effectiveness of existing programs to provide advanced compensation program data analysis.
Coordinates applicable enrollments for executive new hires and internal promotions
Accurately and effectively responds to executives inquiries; escalates complex inquiries to senior level team members, as needed.
Coordinates various tax imputes for executives
Prepares and submits all necessary documentation in a logical and efficient manner for management review
May administer deferred compensation program including: overseeing semi-annual enrollment, preparing and submitting periodic updates to vendor, and processing in-service/termination distributions from the plan
May coordinate vesting of restricted stocks and ongoing dividends and the final processing of stock option exercises
May administer PUP plans, executive life insurance policies and other grandfathered policies and plans.
May coordinate and prepare annual PROXY updates, as well as, lead the distribution of the Total Rewards Statements for Officers and eligible executive compensation participants.
May create and coordinate the distribution of the annual compensation summary sheets for incentive compensation and PUP payments
Project Lead:
Serves as lead on key compensation projects and/or processes, including the preparation and administration of applicable supporting systems.
Prepares and maintains project plans, tracks project progress, and prepares reports for clients or project stakeholders.
Works with team leadership to complete high priority projects, determines project priorities, and interacts with other corporate departments to manage data flow and deadlines. Documents processes, recommends improvements, and develops job aids.
Reviews project requirements, identifies interdependencies with internal or external departments or service providers, delegates responsibilities, and ensures that work is completed as needed.
Schedules relevant team or cross-functional meetings to ensure project success and to facilitate collaboration.
Serves as a liaison between systems teams and compensation team for systems changes. May develop user documentation or training materials.
Develops solutions and tools to support compensation analyses or processes - most commonly with Microsoft Excel but may also involve other relevant tools.
Develops & maintains the compensation intranet SharePoint page.
Collaborates with compensation team to develop system requirements or changes.
Communicates requirements to the systems team through the use of specifications, project plans, or other forms of documentation.
Coordinates with systems teams, and compensation team to test processes and functionality.
This description is not an all-inclusive list of the essential functions or duties related to this job.
Minimum Requirements
Education
Bachelors degree in Human Resources, Management, Management Information Systems or related discipline or equivalent combination of education and experience.
Certification/License
Certified Compensation Professional (CCP) preferred or working towards CCP.
Experience
At least five (5) years compensation experience to include 3 years analytical experience researching and resolving program issues, summarizing findings, proposing solutions, and advising management.
Experience with executive compensation, Workday, Shareworks and/or Power Query preferred.
Knowledge, Skills and Abilities:
Demonstrated analytical, organizational and problem-solving skills, as well as detail oriented
Ability to self-manage work load, multi-task, and utilize time effectively to accomplish on-time deliverables
Ability to manage change and work effectively with ambiguous situations
Ability to build professional and trusting business relationships
Advanced MS excel skills
Demonstrated ability and experience handling complex issues and problems referring only the most complex issues to higher-level staff
Possesses sufficient knowledge of subject matter and technical expertise to perform with a high level of independence while requiring minimal oversight
Proficient oral and written communication skills
Project management skills
Ability to build collaborative relationships and work as part of a team
Work Conditions
Work Environment
Work indoors during all seasons and weather conditions
Comply with Corporatedress code policy
Work Postures
Sitting continuously for many hours per day, up to 6 hours per day
May climb stairs to access buildings
Physical Demands
Physical effort requiring manual dexterity is required, includes paperwork, calculators, computers and phone usage
Work Hours
Working beyond standard hours as the need arises
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