Compensation Analyst

The Compensation Analyst administers, analyzes, and continuously improves the Bank's compensation programs. The position's primary duty consists of non-manual office work related to the Bank's management policies and general business operations, including compensation analytics, compensation administration, incentive plan governance, risk assessment, regulatory compliance, and audit readiness. Responsibilities include job evaluation, market pricing, salary administration, incentive compensation plan administration, compensation reporting, HRIS data integrity, and compensation program design and maintenance. The Compensation Analyst exercises independent discretion and judgment with respect to matters of significance, including analyzing complex compensation and workforce data, interpreting compensation policies and incentive plan provisions, identifying compensation-related risks and issues, developing recommendations, and advising HR leadership and business partners on job architecture, pay decisions, incentive compensation administration, wage and hour considerations, and regulatory requirements. Recommendations and analyses are relied upon by management and are given particular weight in decision-making. The employee is expected to spend more than 50% of working time performing these exempt duties and to perform work with minimal supervision, exercising discretion and independent judgment in conducting assigned responsibilities. Key Responsibilities Maintain and support the organization’s job architecture, compensation framework, salary structures, and job classification system. Analyse, prepare, update, standardize, and archive job descriptions to ensure alignment with actual duties, organizational needs, and approved templates. Lead ongoing cleanup and standardization of the job description library and job title inventory to improve consistency, format quality, identify outdated, inconsistent, duplicative, or noncompliant content and coordinate needed revisions with HR and business leaders. Partner with HR leadership and business stakeholders on compensation matters, including new positions, job changes, pay recommendations, internal equity, new hire rates, and wage and hour questions. Conduct complex job analysis, evaluation, and leveling to support appropriate classification and compensation decisions. Maintain market-pricing tools and compensation databases, ensuring data accuracy, timely updates, and effective reporting capabilities. Perform market pricing and benchmarking for new and existing roles using external salary survey data and compensation tools. Participate in annual and ad hoc compensation surveys, including data preparation, validation, submission, and follow-up with survey vendors. Develop, analyze, and deliver recurring and ad hoc compensation and HR reports on a timely and accurate basis. Ensure the accuracy, consistency, and integrity of compensation data across HR systems, reports, and related platforms. Administer and support incentive compensation plans, including plan documentation, eligibility tracking, payout validation, communication materials, distribution through the HRIS system, and ongoing process improvements. Maintain governance documentation for incentive compensation programs, including plan controls, audit support materials, risk assessments, approval workflows, and traceability matrices to support continuous audit readiness. Conduct compensation analyses, modeling, and reporting to support incentive plan design, administration, payout review, internal equity, market competitiveness, budget impact, and leadership decision-making. Develop and maintain incentive compensation dashboards, metrics, and recurring reports to monitor plan performance, participation, payout trends, budget impact, exceptions, and compliance-related indicators. Support incentive plan audits by preparing documentation, validating data, researching discrepancies, coordinating responses, and recommending corrective actions as needed. Assist in maintaining compensation procedures, documentation, and standard operating procedures to support policy compliance and operational consistency. Support compliance with applicable federal, state, and local laws and regulations, including the FLSA, ACA, ERISA, California wage and hour requirements, and pay equity laws. Support special projects and other assignments from HR leadership, including administration and distribution of incentive plan documents and template updates. Compliance Responsibilities Complies with all applicable state and federal banking laws, regulations, and internal policies related but not limited to lending, operations, and deposit requirements, including Bank Secrecy Act (BSA), Anti-Money Laundering (AML) requirements, Office of Foreign Assets Control (OFAC) regulations, Customer Identification Program (CIP) requirements, Financial Elder Abuse reporting laws, Sexual Harassment prevention policies, information security and privacy requirements. Required Knowledge Working knowledge of compensation principles, market pricing, job evaluation, salary structures, and pay administration practices. Knowledge of applicable compensation laws and regulations, including the FLSA and California wage and hour requirements. Advanced analytical and technical skills, including strong Excel proficiency such as formulas, lookups, data analysis, and reporting. Experience with HRIS platforms such as ADP or similar systems. Proficiency in Microsoft Office applications, including Excel, Word, PowerPoint, and Outlook. Knowledge, Skills and Abilities Demonstrated ability to work with large data sets and perform quantitative analysis with a high degree of accuracy. Strong problem-solving, organizational, and project management skills, with the ability to manage multiple priorities in a fast-paced environment. Excellent written, verbal, and interpersonal communication skills. High attention to detail and the ability to manage sensitive and confidential information with discretion. A collaborative, service-oriented approach and a demonstrated desire to learn and grow in the compensation field. Equipment Operated Operates standard electronic computers and customary office equipment required to perform essential job functions. Use of equipment is required, with or without reasonable accommodation, in accordance with the Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA). Physical Requirements & Work Environment The physical demands and work environment characteristics described below are representative of those that must be met by an employee to successfully perform the essential functions of this position. Nothing in this description is intended to limit the availability of reasonable accommodation under applicable law. Ability to perform repetitive movements associated with office and computer-based work. Ability to sit and or stand for extended periods of time to perform essential job functions. Ability to lift, carry, or move objects weighing up to 25 pounds, with or without reasonable accommodation. Ability to use hands and fingers to manage, manipulate, or feel objects and operate standard office equipment. Work is primarily performed in an office environment with a controlled temperature and standard office conditions. Education and Experience Bachelor’s degree or an equivalent combination of education and relevant experience. 4+ years of compensation, analytics, or closely related experience. Minimum Absence Requirement Some positions within the Bank have been designated as sensitive positions due to access to critical systems, records, or processes. In accordance with Bank policy and sound internal-control practices, employees in sensitive positions are required to complete a mandatory consecutive absence from essential duties each calendar year to support segregation of duties and independent review. The required absence will be scheduled in coordination with management to ensure continuity of operations. Administration of absence, including paid or unpaid status, will comply with all applicable federal, state, and local wage and hour and leave laws, including California requirements. Required Minimum Absence for This Position: Two (2) Consecutive Weeks For qualified positions, the Bank may designate an Officer Title based on the role’s job level, scope of responsibility, and alignment with established competency frameworks. Eligibility for an Officer Title designation is contingent upon the employee meeting defined competency, performance, and experience requirements and is governed by applicable Bank policies, governance standards, and required approval processes. This position is not eligible for an Officer Title. Compensation Exempt Salary Range: $87,360 – $139,360 Disclaimer This job description is intended to describe the general nature and level of work being performed and is not intended to be an exhaustive list of all duties, responsibilities, or qualifications. Employees may be required to perform other duties as assigned, consistent with business needs and applicable law. Farmers and Merchants Bank of Long Beach reserve the right to modify, amend, or discontinue job duties or requirements at any time. Nothing in this job description creates a contract of employment, either express or implied, or alters the at‑will nature of employment. #J-18808-Ljbffr Farmers & Merchants Bank of Long Beach