Compensation Analyst

Bachelor’s degree in human resources or related field required. SHRM-CP or SHRM-SCP preferred. CCP Certification preferred. One to three years of experience as a compensation analyst required. Experience / Qualifications 1 – 3 years of experience as a compensation analyst required 3 - 5 years of Human Resources experience Knowledge of labor laws, such as the Fair Labor Standards Act, and other federal laws regulating employee benefits, compensation, compliance, and privacy standards. Make informed decisions based on data and statistics. Familiarity with various types of incentives and benefits Proficiency with HRIS, Excel, and standard MS Office suite of products Strong quantitative and analytical skills Excellent communication skills both verbally and in writing Ability to work with limited supervision. Must be organized and ability to prioritize work. Extensive knowledge of quantitative and qualitative research methods Excellent organizational and time management skills. Position Summary The Compensation Analyst will research job requirements and evaluate job positions to ensure the company is competitive in the areas of salaries and employee benefits. Responsibilities include: Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents. Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job. Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range. Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position. Prepares and maintains job classifications and salary scales. Prepares and presents summary reports of job analysis and compensation analysis information. Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends. Evaluates and implements job analysis instruments and materials. Conducts data and cost analyses. Research’s employee benefits in similar industries; based on findings, recommends changes or updates to the company’s existing benefits or policies. Conducts focus groups to collect employee feedback on specific issues or topics related to benefits and compensation. Plans and communicates preferred methods and best practices for hiring, training, compensating, and evaluating employees. Advises management on applicable state and federal employment regulations, benefits and compensation policies, human resource procedures, and collective agreements. #J-18808-Ljbffr