Compensation Analyst

SWBC is seeking a talented individual to administer the design, development, and implementation of compensation programs, policies, processes, and guidelines. This individual will conduct industry related analysis and provide salary and pay grade recommendations. They will also evaluate new and existing position classifications to ensure compliance in accordance to policies and government regulations. This individual will collaborate with managers and recruiters to develop job descriptions for new and existing positions. In this position, you will play a key role within the Human Resources Compensation Team. You will have the opportunity to use your knowledge and skills to administer and help drive our competitive compensation programs to attract, retain, and reward the very best talent. You will also have the opportunity to grow while working with a great team of professionals that value you, your ideas, and your contributions. Conducts job analysis interviews with various department leaders/managers to create compliant job descriptions. Conducts job evaluations using data analysis techniques to assess results in market trends and internal equity. Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position. Gathers and analyzes data from market-based compensation surveys to provide market/equity reports for employee/executive compensation and makes critical decisions regarding base and variable compensation. Supports the administration of incentive related programs, including, merit, bonus, and equity. Organizes the planning of annual compensation survey participation to include; gathering required data, tracking submission deadlines, and receipt of final survey data for use in job evaluations. Provides professional compensation guidance to management in salary planning to optimize the organizations pay strategy. Provides consultation to management and Human Resources regarding market trends and the application of compensation programs, policies, processes, and guidelines. Conducts research, analyzes data, and prepares and presents recommendations requiring a broad understanding of compensation techniques, methods, practices and regulations. Reviews new positions to determine appropriate FLSA status and evaluates existing positions for compliance. Makes recommendations as appropriate for comprehensive job structure and organizational changes and works with departments for a seamless implementation of new jobs and updating and maintaining job structures. Establishes equitable and appropriate titles, salary ranges, pay rates, exemption statuses, and benefit levels by applying job evaluation techniques. Administers the design, implementation, and administration of compensation programs, policies, processes, and guidelines for employees. Conducts regular audits in order to maintain data integrity in Workday system with regards to; minimum wage, department codes, departments, management levels, compensation grades, job titles, job profiles, and organization structure. Remains up to date on new compensation trends and legislative changes in order to ensure compliance with multiple state and federal pay regulations and educate employees and HR staff as necessary. Performs other duties as required. Bachelor’s Degree from an accredited four-year college or university required. Bachelor’s Degree in Human Resources or related Business field preferred. Minimum of one to two (1-2) years of supporting the development, implementation, and administration of compensation programs, or related experience. Knowledge of theory and practice required for analyzing, developing, implementing, evaluating, and administering employee compensation systems. Knowledge of theoretical foundation of compensation administration and procedures. Knowledge and application of the Fair Labor Standards Act (FLSA) and state and federal pay regulations. Familiarity with HCM applications with a strong preference toward Workday HCM to include reporting experience. Able to use quantitative and non-quantitative reasoning to identify and solve compensation inequities. Able to identify ethical and legal issues in a business environment and recommend solutions. Strong analytical and organizational skills to manage multiple work assignments. Excellent and effective interpersonal and communication skills, both verbal and written, to interact with various department personnel in all levels of the organization. Proficient in utilizing computer applications such as Microsoft Office Suite with a strong emphasis on Excel, to include creating Pivot tables and utilizing V look-up features and other advanced Excel functions. Able to use general office equipment, including copy machine, personal computer, and fax. Able to maintain strict confidentiality of company information. Able to travel locally or nationally by car or plane. Sit for long periods of time performing sedentary activities. Stand, stoop, and kneel to file for long periods of time. Push, pull, and lift up to 20 lbs. of files, supplies, documents, or other related items. Competitive overall compensation package Work/Life balance Employee engagement activities and recognition awards Years of Service awards Career enhancement and growth opportunities Leadership Academy and Mentor Program Continuing education and career certifications Variety of healthcare coverage options Traditional and Roth 401(k) retirement plans Lucrative Wellness Program #J-18808-Ljbffr SWBC