Compensation - Senior Analyst

Job Area: Human Resources Group, Human Resources Group > Compensation

General Summary:

About The Role :

Supports and leads the companys annual benchmarking process, compensation communication strategy to internal and external partners, and compensation investment strategy including base pay, annual incentive plans, equity plans, recognition programs and other related compensation programs. Partners with members of the Compensation team, HR partners, Finance partners and functional leaders to complete work that is aligned with the company vision. Applies knowledge of principles, best practices, and applicable laws and regulations to enhance our culture by creating an open, fair, and transparent work environment that makes a positive impact on the employees and the company.

Principal Duties and Responsibilities:

Supports annual compensation benchmarking process by partnering with local compensation leads and reviewing globally to ensure consistency across job families, levels, and countries.

Leverages knowledge of compensation principles, processes, and best practices to support and drive investment related to compensation programs (e.g., base pay, annual incentive plans, equity plans, etc.) that aid in talent attraction and retention with minimal supervision.

Supports review and development of compensation related material for internal and/or external trainings and intranet.

Provides support during the companys annual review process by assisting with a variety of activities (e.g., modeling program funding; developing and testing program guidelines; reviewing proposed recommendations to guidelines, budgets, and internal consistencies; analyzing and developing pay recommendations for a workforce, etc.).

Provides support for title mapping and other compensation related items for M&A

Develops compensation proposals, including title and/or salary adjustments for conformance with established policies and procedures.

Supports reviews of compensation programs and policies to ensure they are market competitive, aligned with corporate goals, and in compliance with applicable legislative and regulatory requirements and laws.

Collaborates with Compensation team members, HR Partners, functional leaders, and external consultants to complete work.

Collaborates with Talent Acquisition in developing competitive compensation packages for prospective candidates.

Works cross-functionally with Legal, Finance, Tax, and/or Internal Audit teams to ensure compensation programs are accurately reported and compliant with all applicable laws and regulations.

Gathers, integrates, and interprets data and information from various sources to understand slightly complex issues and recommends solutions

Works with data for projects with minimal direction and conducts analyses to recommend solutions for moderately complex issues.

Acquires advanced knowledge on the evolving regulatory environment, pay equity, and other areas related to compensation.

Writes and organizes technical documentation for compensation-related decisions, projects, and/or processes with minimal supervision.

Support recognition programs through analyzing data, ad-hoc reporting and providing support to employee inquiries, as needed.

Level of Responsibility:

Works under some supervision

Provides some supervision/guidance to other members; does not have direct reports.

Decisions are moderate in nature. Errors are detected and corrected with relatively minor financial impact or effect on projects, operations, or customer relationships. May require involvement beyond immediate work group to correct.

Requires verbal and written communication skills to convey information that may be somewhat complex to others who may have limited knowledge of the subject in question. Role may require basic negotiation and influence, cooperation, tact, and diplomacy, etc.

Has a moderate amount of influence over key organizational decisions (e.g., is consulted by senior leadership to make key decisions).

Most tasks require multiple steps which can be performed in various orders; some planning and prioritization must occur to complete the tasks effectively; mistakes may result in some rework.

Creativity is needed to draft original documents, imagery, or work products within established guidelines.

Deductive problem solving is required to solve moderately complex problems; most problems have defined processes of diagnosis/detection; some limited analysis may be required.

Occasionally participates in strategic planning within own area affecting immediate operations.

Minimum Qualifications:

Bachelor's degree and 3+ years of Compensation, Human Resources, Finance, or related work experience.

OR
Associate's degree and 5+ years of Compensation, Human Resources, Finance, or related work experience.

OR
High School Diploma or equivalent and 7+ years of Compensation, Human Resources, Finance, or related work experience.

Preferred Qualifications:

Bachelor's degree in Accounting, Business, Data Analytics, Economics, Finance, Human Resources, Mathematics, or related field.

5+ years of Compensation work experience.

3+ years of utilizing Compensation-related systems/tools (e.g., Advanced Excel, Workday, Tech Industry Surveys, etc.).

1+ year of work experience in a role requiring interaction with senior leadership (e.g., Sr. Director level and above).

1+ year of experience working in a large matrixed organization.

Principal Duties and Responsibilities:

Leverages knowledge of compensation principles, processes, and best practices to support and drive compensation programs (e.g., base pay, annual incentive plans, equity plans, etc.) that aid in talent attraction and retention with minimal supervision.

Develops compensation proposals, including title and/or salary adjustments for conformance with established policies and procedures.

Supports reviews of compensation programs and policies to ensure they are market competitive, aligned with corporate goals, and in compliance with applicable legislative and regulatory requirements and laws.

Collaborates with Compensation team members, HR Partners, functional leaders, and external consultants to complete work.

Collaborates with Talent Acquisition in developing competitive compensation packages for prospective candidates.

Works cross-functionally with Legal, Finance, Tax, and/or Internal Audit teams to ensure compensation programs are accurately reported and compliant with all applicable laws and regulations.

Provides support during the companys annual review process by assisting with a variety of activities (e.g., modeling program funding; developing and testing program guidelines; reviewing proposed recommendations to guidelines, budgets, and internal consistencies; analyzing and developing pay recommendations for a workforce, etc.).

Provides input on the strategic direction for compensation programs.

Leverages internal and external compensation data to make data-based decisions and recommendations regarding compensation-related topics and projects, including the annual market benchmarking process.

Acquires advanced knowledge on the evolving regulatory environment, pay equity, and other areas related to compensation.

Writes and organizes technical documentation for compensation-related decisions, projects, and/or processes with minimal supervision.

Level of Responsibility:

Works under some supervision.

Provides some supervision/guidance to other members; does not have direct reports.

Decisions are moderate in nature. Errors are detected and corrected with relatively minor financial impact or effect on projects, operations, or customer relationships. May require involvement beyond immediate work group to correct.

Requires verbal and written communication skills to convey information that may be somewhat complex to others who may have limited knowledge of the subject in question. Role may require basic negotiation and influence, cooperation, tact, and diplomacy, etc.

Has a moderate amount of influence over key organizational decisions (e.g., is consulted by senior leadership to make key decisions).

Most tasks require multiple steps which can be performed in various orders; some planning and prioritization must occur to complete the tasks effectively; mistakes may result in some rework.

Creativity is needed to draft original documents, imagery, or work products within established guidelines.

Deductive problem solving is required to solve moderately complex problems; most problems have defined processes of diagnosis/detection; some limited analysis may be required.

Occasionally participates in strategic planning within own area affecting immediate operations.


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