Compensation Analyst

Overview The Compensation Analyst plays a critical role at the ASPCA, providing technical and analytical support to the Compensation sub-team on the People Team. Application Deadline Applications are due by 5:00 pm ET on Friday, May 8. Our People ARE the ASPCA. The People Team (HR) at the ASPCA enables the organization to thrive by empowering and valuing every team member and providing an exceptional workplace across our varied disciplines. To make the greatest impact on animals, we must support the people who do the work, so our staff feel investment from the organization and can effectively prioritize and engage with our mission, work together, and develop the skills and capabilities necessary to achieve our goals. Where and When You’ll Work This remote-based position (which requires travel, as described below) is open to all eligible candidates based within the United States. Ability and willingness to travel up to 5% annually, as needed. What You’ll Get Compensation The target hiring range is based on where the employee works, which for remote roles is the employee’s primary location of residence, and its respective cost of labor. The maximum of the hiring range is reserved for candidates with the highest qualifications and relevant experience. The expected hiring salary ranges for this role are set forth below and may be modified in the future. Zone 1: $62,000 - $66,000 annually Zone 2: $68,000 - $73,000 annually Zone 3: $75,000 - $80,000 annually For more information on our benefits offerings, visit our website. Benefits Affordable health coverage, including medical, employer‑paid dental and optional vision coverage. Flexible time off that includes vacation time, paid personal time, sick time, bereavement time, paid parental leave, and 10 company paid holidays that allows you even more flexibility to observe the days that mean the most to you. Competitive financial incentives and retirement savings, including a 401(k) plan with generous employer contributions – we match dollar‑for‑dollar up to 4% and provide an additional 4% contribution toward your future each year. Robust professional development opportunities, including classes, on‑the‑job training, coaching and mentorship with industry‑leading peers, internal mobility, opportunities to support in the field and so much more. Responsibilities Compensation Analysis Recommend new hire salary offers and pay rate changes for promotions/transfers/salary adjustments through our position evaluation process, based on internal peer positioning and market analysis, for staff and when needed, extended workforce. Collaborate on internal and external research and analysis (e.g. position evaluations, reclassification evaluations, and exempt and non‑exempt determinations) and advise management on pay decisions, job evaluations/classifications and all compensation guidelines, policies and procedures. Work collaboratively with Hiring Managers, Talent Acquisition and People Partners on identified role(s) in need of a compensation analysis. Perform internal compression analyses. Participate in external compensation/salary surveys. Research and analyze published compensation surveys and sources to gather data and determine organization’s competitive position. Benchmark jobs against survey data and other market research to determine competitive compensation ranges for identified positions, in alignment with our organization's compensation philosophy. Serve as back‑up on all compensation‑related compliance efforts related to managing minimum wage, EEO‑1, California Pay Reporting Data, timely collection of Wage Theft Protection Act (WTPA) forms, and any other ongoing compliance efforts as needed. Deliver timely and quality customer service to employee compensation and time‑tracking inquiries. Compensation and Compliance Administration Engage directly with employees on compensation and time‑entry related questions and issues, mainly through the Compensation Team Outlook mailbox and Workday Help mailbox, managing a high volume of daily emails on various topics, researching and providing timely responses, and redirecting questions to other resources as needed. Serve as the Compensation Team lead to ensure that all Workday changes are transmitted to payroll on a weekly basis including updates specific to new hires, departures, merit increases, compensation adjustments, and bonuses. Provide time tracking administration support. Support in identifying and correcting payroll discrepancies due to compensation or time tracking errors. Contribute to all compensation‑related compliance efforts related to managing federal, state and local minimum wage increases, timely collection of Wage Theft Protection Act (WTPA) forms at onboarding, regulatory reporting requirements, and any other ongoing compliance efforts as needed. Identify and record FLSA classification for reviewed roles. Audit and follow‑up with staff and managers to ensure timely compensation change and merit increase processing occurring outside of the merit cycle. Assist with calculating, administering, and processing union‑related raises and one‑off merit increases occurring outside of the Performance Review cycle. Provide support in the implementation and ongoing administration of compensation systems including the compensation structure, maintenance of complete compensation history, job description storage, developing and maintaining job profiles and new positions in Workday, as needed. Administer the ASPCA’s internal monetary rewards and recognition plans. Coordinate and provide general administrative support to the Compensation team as needed. Support Compensation Team and Senior Vice President, People on special compensation‑related projects and ad‑hoc reporting as needed. Compensation Communications and Resources Outline and draft select compensation‑related communications. Contribute to the design and maintenance of the Compensation Team’s Workvivo Knowledge pages. Contribute to the development of new tools (e.g. job aids, training decks), and improved processes on compensation, position evaluation and related topics. Keep the Compensation Policy Guidelines up to date and easily accessible to staff. Maintain any comp‑related Standard Operating Procedures (SOPs) for the Compensation team. Create and facilitate both live and recorded compensation training for staff. Support Compensation Team and Senior Vice President, People on special compensation‑related projects and ad‑hoc reporting as needed. Education and Work Experience High school diploma, GED, or equivalent professional experience required. At least 4 years of professional work experience. At least 2 years’ experience working in a compensation function, including but not limited to experience with the following: Collaborating on internal and external research. Completing position evaluations and advising pay leaders on compensation decisions. Researching and analyzing compensation surveys and benchmarking jobs against survey data. Supporting compensation‑related compliance efforts. Experience with HRIS database systems preferred; experience with Workday strongly preferred. Additional Information World at Work Membership or Society for Human Resource Management preferred. Certified Compensation Professional (CCP) certification a plus. Qualifications Must be proficient with Microsoft Office suite of programs, including strong Excel skills (e.g. creating pivot tables, VLOOKUP formulas, IF statements, etc.). Strong attention to detail, process orientation, and accuracy. Strong problem‑solving and critical thinking skills. Ability to multi‑task. Effective communication skills including a welcoming and patient demeanor; must possess an assertive yet tactful and respectful manner. Excellent time management and prioritization skills. Ability to maintain strict confidentiality when dealing with sensitive information. Ability to work well independently and as a self‑starter. Ability to collaborate well with others on multiple projects simultaneously. Must possess an ability to prioritize, multi‑task and be flexible in changing priorities when necessary. Ability to exemplify ASPCA’s core values and behavioral competencies. General compensation knowledge including compliance with state and or federal laws as well as the administration of our compensation program, including union and non‑union employees. Basic knowledge of payroll processes. Ability to exemplify ASPCA’s core values and behavioral competencies. Language English (Required) #J-18808-Ljbffr