Senior Compensation Analyst

The Senior Compensation Analyst assists the cooperative with governance, oversight, analysis, insight, development, structure, and maintenance of all WPCU salary bands, variable compensation plans, and incentives.

1. Executes on creation, efficacy, profitability, compliance, and audit functions for all variable compensation plans. Works with third-party compensation vendor as needed to review design of plans and industry best practices. (20%)
2. Delivers ad-hoc compensation reporting (including annual board reporting), analysis, and recommendations for design and structure. (15%)
3. Addresses audit and regulatory findings/recommendations in all compensation plans and pay practices. Ensures compensation management practices and SOPs are up-to-date, reflect policy accurately, and are compliant. (15%)
4. Engages with third-party compensation vendor to request and analyze market valuation for position pricing as needed and delivers results to internal management; consults HR and management team partner-employees with complex compensation offers and negotiations; assists Director, HR and VP, HR with pay equity and spot bonus request evaluations. (15%)
5. Conducts the triennial compensation project, including engagement with internal stakeholders and coordination with third-party compensation vendor. (15%)
6. Works with third party compensation vendor to deliver annual recommendations for salary range adjustment and merit pool; collaborates with HR and benefits team members to assess strength of total rewards package offered to partner employees. (5%)
7. Researches and executes pay equity, living wage, and similar initiatives, as directed; assists with total rewards statement data gathering and execution. (5%)
8. Leads compensation-specific training for management and partner-employees. Provides consultation to managers on compensation topics. (5%)
9. Ensures proper policies, procedures, risk mitigation activities, and operating controls are followed. Reports gaps in policies, procedures, and operating controls to leadership to ensure member/partner-employee impact and risk is mitigated. (5%)