Compensation Analyst

Joining the Hope Gas team means being part of a company that truly values its employees and fosters a supportive and inclusive work environment. We have built a strong reputation in West Virginia by prioritizing our commitment to the local community and the well‑being of our dedicated team. With the state's abundant natural resources and thriving energy sector, Hope Gas offers the perfect platform for ambitious individuals seeking career growth and stability. Not only will you find fulfilling career opportunities with us, but you’ll also contribute to the sustainable growth and prosperity of West Virginia through our community engagement and environmental stewardship efforts. As we continue to deliver essential energy services to the region, we invite you to join us and become an integral part of our history, shaping our future together. Read more to discover the exciting possibilities waiting for you at Hope Gas! Position Summary The Senior Compensation Analyst is responsible for the design, implementation, evaluation, and administration of compensation programs that support the organization’s strategic objectives. They ensure that compensation practices are competitive, equitable, compliant with applicable laws, and aligned with business goals. The Analyst will ensure that annual incentive programs and long‑term incentive plans are maintained with integrity. The Senior Analyst serves as a subject matter expert on compensation‑related matters. The Senior Analyst is also responsible for supporting the organization’s benefits and retirement programs, ensuring compliance with applicable regulations, and providing exceptional service to employees, retirees, and union members. This includes supporting open enrollment and assisting with plan administration, wellness initiatives, 401k and pension committees, and reward & recognition programs. Attention to detail, accountability, and proactive communication are key to success in this position. Duties & Responsibilities Analyze and evaluate jobs using market pricing and internal equity tools to recommend appropriate salary ranges and job classifications. Conduct market research and benchmarking studies to maintain competitive compensation programs. Support the development, implementation, and administration of annual compensation processes, including merit increases, market adjustments, and incentive programs. Provide guidance and training to staff on compensation philosophy, policies, and best practices. Develop and maintain salary structures, job families, and leveling frameworks. Ensure compliance with all applicable federal, state, and local compensation laws and regulations (e.g., FLSA, pay transparency, pay equity). Collaborate with finance and the system integrity team to ensure accurate data management and reporting for compensation‑related initiatives. Prepare and submit Personnel Action Forms (PAFs) to drive approved changes within systems of record. Participate in or lead special compensation projects, including M&A, compensation audits, or new program implementation. Provide insights and recommendations based on compensation analytics and trends. Maintain up‑to‑date knowledge of compensation trends, legislation, and tools. Monitor compliance with federal, state, and local regulations and maintain up‑to‑date standalone policies and procedures, including the employee handbook. Actively manage customer inquiries and provide timely responses. Support employees of newly acquired businesses and participate in cross‑functional projects and initiatives. Assist with new benefit implementation and changes to any existing plans. Partners with system integrity, payroll and other pertinent HR areas to ensure data flows and interfaces are properly functioning and tested. Supervisory Responsibilities The team member in this role will: Serve as an Individual Contributor without supervisory responsibilities. Support and contribute towards team goals and objectives. May assist with training new team members. Required Skills & Abilities Excellent organizational skills with the ability to manage multiple priorities and deadlines. Proficient in compensation software, Excel, and HRIS systems (e.g., SAP). Strong project management and vendor management experience Excellent communication and interpersonal skills, with the ability to influence and consult with stakeholders at all levels. Strong understanding of job evaluation methodologies and compensation principles Analytical mindset with the ability to conduct plan audits and resolve discrepancies. Ability to collaborate effectively with internal teams, external vendors, and carriers. Strong analytical and problem‑solving skills with attention to detail. Ability to manage multiple projects and meet deadlines in a fast‑paced environment. Education & Work Experience Bachelor’s degree in Human Resources, Business Administration, Finance, or related field (Master’s degree preferred). A minimum of seven (7) years of progressive experience in benefits and compensation, preferably in a mid‑to‑large organization. CCP, PHRor SHRM-CP preferred. Physical Requirements The ideal candidate must be able to complete the following physical requirements of the job with or without reasonable accommodation: Remain stationery for prolonged periods of time. Operate a computer and other office productivity machinery, as necessary. Communicate with others to accurately exchange information and ideas. Observe details at close range. WORK CONTEXT Minimum travel for work‑related purposes is expected 10%, which includes some overnight visits to locations and industry events. Due to the varied and potentially remote work locations, the position requires possession of, and maintenance of a state issued driver’s license. Work locations may include the office, any operating location of the company, or field sites as needed. This is a full‑time exempt salaried position. #J-18808-Ljbffr