Compensation Analyst

A Brief Overview The Compensation Analyst will provide analysis and support with the administration of compensation programs. As the first line advisor to support the business on compensation-related questions and processes, this role will partner with various areas of PLD including Compensation team, People Business Partners (PBPs), People Systems, and Payroll. The Compensation Analyst will take ownership for maintaining and applying market data to meet the needs of the business, Assists with job profiles updates, policy documentation, salary surveys, HCM maintenance. Ensures compliance with all federal, state, and local regulations related to compensation programs. Assists Compensation team in completing reporting requirements. What you will do Assists with job profiles updates, policy documentation, salary surveys and compensation delivery Conducts analyses for new or revised jobs to determine appropriate mapping to job architecture, incentive compensation (IC), and salary grade assignment based on market trends and organization objectives. Support various compensation projects from design through execution, including modeling, project planning, communicating and training. Documents compensation processes and maintains all standard operating procedures are up to date. Primary owner of the compensation inbox. Serves as first line advisor to support the business on compensation-related questions and processes. Partners with Compensation team, People Business Partners (PBPs), People Systems, and Payroll on compensation program delivery and follow up on any issue escalations Support the annual salary planning process including merit planning and IC payments Conduct monthly and annual data audits ensuring compliance Maintains market pricing software ensuring data loads are processed accurately and timely. Completes annual submissions for salary surveys. Oversees the process to updated salary surveys in the market pricing software Performs other duties as assigned Complies with all policies and standards What you will need Bachelor’s Degree Or equivalent combination of education and experience Required 1-3 years related compensation experience or experience Required Proficiency in excel is required (Medium proficiency) Experience with HCM systems including Workday (Medium proficiency) Self-motivated, organized problem solver with strong process skills with ability to work on multiple projects simultaneously. (Medium proficiency) Excellent interpersonal skills with a sensitivity to confidentiality. Thoughtful and analytical, with an aptitude for supporting and driving actionable strategies based on data. (Medium proficiency) Prior experience in compensation systems preferred (market pricing tools, such as MarketPay). (Medium proficiency) What you will get Competitive weekly pay and bonus opportunities. Total job benefits valued at more than $10k*. This includes a 401(k) plan with company matching, medical coverage plans customized to suit your needs and a commitment to work/life balance through our paid time off (PTO) programs, company holidays and paid volunteer days. Up to $5,250 in tuition reimbursement per year. View all our health, wealth and life offerings at Expected Work Location (In Office) It is expected that you will primarily perform work at the Safelite Home Office (7400 Safelite Way, Columbus, OH 43235). You are required to work in the office at least 4 days a week. Changes to work location arrangements are subject to managerial approval and business needs. #LI-Onsite #LI-MH1 This job description in no way states or implies that these are the only duties to be performed by an employee occupying this position. Employees may be required to perform other related duties as assigned to ensure workload coverage. This job description does NOT constitute an employment agreement between the employer and employee and is subject to change by the employer as the organizational needs and requirements of the job change. This position description is not all inclusive for every aspect of this role. Reasonable accommodations will be made for individuals covered by ADA, ADEA, FMLA and other laws and regulations in accordance with their requirements. Physical and mental demands are not, and should not be construed to be job qualification standards, but are illustrated to help the employer, employee and/or applicant identify tasks where reasonable accommodations may need to be made when an otherwise qualified person is unable to perform the job’s essential duties because of an ADA disability. Other qualifications may be required to ensure employment eligibility in accordance with local laws, regulations and with Safelite Group, Inc. policies and practices. #J-18808-Ljbffr