HR Compensation and Data Analyst

Moove NA is a pioneer and national leader in lubricant distribution, delivering high-performance solutions across industrial, commercial, and passenger vehicle markets. With a comprehensive portfolio that includes premium brands like ExxonMobil and proprietary lines such as Medallion-Plus, DynaPlex21C, and Eco-Ultra, Moove NA is committed to quality, reliability, and innovation. As a proud subsidiary of the Cosan/Moove Group, Moove NA is at the forefront of transforming the lubrication delivery industry. Backed by a global network of over 55,000 employees, we support businesses driving energy transition, streamline operations through integrated logistics, and pioneer new opportunities in sustainable innovation. Together, we move industries forward—toward a smarter, cleaner, and more sustainable future. Our corporate culture is derived from our Moove Attitudes: We're in This Together; Open Mind; Real Talk; Always Safe; Think Big, Act Simply SUMMARY: The People and Culture Analyst will collect, compile, and analyze a variety of P&C data, metrics, and statistics, and apply this data to make recommendations related to compensation, recruitment, and legal compliance. ESSENTIAL DUTIES AND RESPONSIBILITIES include but are not limited to the following. The Company reserves the right to add to, delete, change or modify the essential duties and responsibilities at any time. All work is to be completed with minimum supervision and in accordance with Company standards. Other duties may be assigned. Collect, analyze, interpret, and present P&C related data to identify trends, patterns, and insights that can inform strategic decision-making including compensation trends, recruitment metrics, turnover rates, performance evaluations, and other data points. Conduct analysis of compensation and benefits programs to ensure competitiveness and compliance with regulations; make recommendations for compensation adjustments based on data analysis and market trends. Regularly review compensation data to identify any disparities or inconsistencies and make recommendations for adjustments as needed. This includes salary audits, analyzing compensation trends, and monitoring changes in labor laws and regulations that may impact compensation practices. Partner with HR Business Partners to develop compensation recommendations for new hires, promotions, and equity adjustments, and support the communication of these decisions to managers and employees in alignment with compensation guidelines and philosophy. Develop reports, dashboards, and presentations to communicate P&C metrics and KPIs to management and stakeholders. Ensure compliance with relevant employment laws and regulations by conduction audits and analyzing data for compliance risks. Prepare reports for regulatory agencies and assist in regulatory compliance efforts as required. Assist with the annual performance review process by configuring and administering the HRIS to support review workflows, ensuring accurate data flow and system readiness, and presenting outcomes, trends, and insights to leadership. Administer the annual bonus and merit cycle end-to-end, including HRIS system configuration, budget allocation and calculation support, data validation, and coordination with leadership and managers to ensure timely and accurate execution. Analyze recruitment and staffing processes to improve efficiency and effectiveness. Provide insights and recommendations to optimize recruitment strategies. Assist in the implementation, maintenance, and optimization of HRIS systems and technology platforms. Utilize HRIS data to streamline P&C processes and improve data integrity and accessibility. Provide support for various P&C projects and initiatives, including employee engagement surveys, diversity and inclusion programs, and organizational development projects. Uphold and champion the Moove's Attitudes: We're in This Together, Open Mind, Real Talk, Always Safe, and Think Big, Act Simply in daily work and cross-functional collaboration, modeling these values in every P&C initiative and interaction. All others duties assigned. Requirements COMPETENCY: Analytical – Designs reports and procedures to optimize processes; gathers and interprets data from various sources. Able to translate data into meaningful templates to drive change. Problem Solving – Follows a systematic approach to reviewing data and drives conclusions for People and Culture leaders to execute. Business Acumen – Understands how decisions can impact People and Culture functions up and down. Able to see and think the Big Picture. Accuracy – Executes tasks diligently to ensure analysis is done correct the first time. Dependability – Takes responsibility for own actions; able to meet deadlines with minimal supervision. Interpersonal – Demonstrates comfort in interacting with internal and external resources at all levels. Demonstrates flexibility with regard to changing priorities, instruction, and/ or stakeholders. Shows willingness to learn and teach others. Initiative – Takes independent actions and calculated risks. Able to request and offer help, as needed. Communication – Speaks clearly and persuasively, listens well and responds to questions promptly and professionally. Comfortable communicating up or down in the organization. Writes clearly and informatively. Diversity – Shows respect and sensitivity for cultural differences; promotes a harassment-free environment. Ethics – Treats people with respect; honors commitments; inspires the trust of others; upholds organizational values. Judgment – Displays willingness to make decisions; exhibits sound and accurate judgment; supports and explains reasoning for decisions; includes appropriate people in decision-making process; makes timely decisions. QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION/EXPERIENCE: Bachelor's degree (BA/ BS) in a related field from an accredited four-year College or University and 2-5 years’ related experience and/ or training; or equivalent combination of education and experience. COMPUTER SKILLS: Previous experience or demonstrated ability to learn HRIS software. Must demonstrate expertise in all Microsoft Office applications, with deep familiarity using Excel to evaluate large datasets (i.e., using math, data, and statistical functions) and an ability to develop PowerPoint presentations that effectively summarize analysis. Experience in Power BI or Tableau preferred. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the office work environment is usually quiet. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; talk or hear and use hands to finger, handle, or feel. The employee is occasionally required to reach with hands and arms and stoop, kneel, or crouch. The employee must regularly lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and ability to adjust focus. #J-18808-Ljbffr Moove North America