Senior Compensation Analyst

Position Purpose The Senior Compensation Analyst at SRS Heritage Group is a critical role designed to enhance the administration and design of comprehensive compensation programs for our business clientele. This individual is responsible for conducting annual compensation benchmarking studies, analyzing and ensuring compliance and competitiveness of existing and proposed compensation initiatives, and optimizing compensation strategies to align with market trends and organizational goals. With a commitment to extraordinary customer focus and leveraging strong analytical and communication abilities, the Senior Compensation Analyst will deliver insightful analytics, develop ad‑hoc reports, and champion continual improvements in compensation practices to ensure effective business partnering and organizational success. Key Responsibilities Lead the administration and innovative design of compensation programs, ensuring alignment with corporate objectives and compliance with applicable regulations. Conduct and analyze annual compensation benchmarking studies to maintain a competitive pay structure and ensure market alignment, leveraging industry data and insights. Evaluate and refine existing compensation policies and practices, ensuring they are cost‑effective, competitive, compliant, and promote internal equity across all business units. Review and validate salary adjustments, ensuring adherence to established guidelines and corporate compensation strategy, while providing expert guidance to management on compensation decisions. Generate precise ad‑hoc compensation reports utilizing advanced functionalities in Workday and Excel to support strategic decision‑making and compliance with Federal & State regulatory requirements. Proactively identify and recommend opportunities for process improvement in compensation practices, supporting continuous enhancement initiatives aligned with organizational goals. Collaborate cross‑functionally with HR and business leaders, utilizing strong business partnering skills to influence compensation‑related organizational changes and drive effective implementation. Maintain superior customer service standards through exceptional communication and organizational skills, addressing compensation‑related inquiries and ensuring stakeholder satisfaction. Direct Manager / Direct Reports The Senior Compensation Analyst reports directly to the Compensation Manager within the SRS Heritage Group. This position does not have any direct reports. The role is instrumental in supporting the company’s compensation programs and leading special projects to enhance compensation initiatives while maintaining compliance and competitive standards. The incumbent will collaborate closely with cross‑functional teams to ensure alignment of compensation strategies with business objectives. Travel Requirements The Senior Compensation Analyst position requires occasional travel, as needed, to support the effective administration of compensation programs and special projects, ensuring alignment with organizational objectives and compliance standards. Physical Requirements The Senior Compensation Analyst is a primarily office‑based role that involves prolonged periods of sitting at a desk and working on a computer. The candidate must be able to use standard office equipment such as computers, keyboards, telephones, photocopiers, and filing cabinets. The position may occasionally require standing, walking, bending, or lifting objects up to 10 pounds, and requires visits to the McKinney, TX headquarters 2‑3 days per week as part of a hybrid structure. The company provides reasonable accommodations under the Americans with Disabilities Act (ADA) to enable individuals with disabilities to perform essential functions. Working Conditions The position is structured as a hybrid role, requiring the incumbent to work 2‑3 days per week at the McKinney, TX headquarters. The work environment is fast‑paced and deadline‑driven, requiring precision and adaptability to support the company’s world‑class HR capabilities. Minimum Qualifications Bachelor’s degree in Business, Human Resources, Accounting, Finance, or a related field from an accredited university or college. Minimum of 5 years of experience administering compensation programs within a large, multi‑state organization. Demonstrated expertise in conducting compensation benchmarking studies to ensure competitive wage practices. Proficient in analyzing compensation programs for compliance, competitiveness, and cost‑effectiveness. Proven ability to oversee the design and administration of various compensation programs, including base wage, annual incentive, performance‑based incentive, and commission programs. In‑depth knowledge of applicable federal and state regulations related to compensation practices. Experience with compensation survey sources/vendors such as Willis Towers Watson, Mercer, or Payfactors. Advanced proficiency in Microsoft Excel, with an Excel skills assessment to be conducted. Proficiency in Microsoft Office Suite, specifically Word and PowerPoint. Strong analytical skills with acute attention to detail and the ability to generate comprehensive compensation reports utilizing Workday and Excel. Exceptional interpersonal, communication, and organizational skills, with a strong customer service orientation. Critical thinking and problem‑solving skills with demonstrated ability to plan, prioritize, and partner effectively with business units. Ability to influence and drive successful organizational change initiatives. Certified Compensation Professional (CCP) designation is preferred but not required. Preferred Qualifications Advanced proficiency in statistical and data analysis techniques, synthesizing complex data sets into actionable insights for compensation design and implementation. Proven record of developing and executing strategic compensation initiatives that align with organizational goals and drive performance. Extensive experience leading and managing large‑scale compensation projects with strong planning and execution skills. Expert‑level proficiency in compensation management software, including advanced capabilities in Workday. Innovative problem‑solving skills, identifying industry trends and creative solutions for compensation challenges. Demonstrated ability to build strategic partnerships and collaborate across various functions and levels. Proficient in leading organizational change efforts related to compensation practices, with a deep understanding of change management principles. Experience with multinational organizations and global compensation practices, including management of international compensation structures. Additional certifications such as Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) are valued. Master’s degree in Human Resources, Business Administration, or a related field. Minimum Education A Bachelor’s degree from an accredited university or college with an emphasis in Human Resources, Accounting, Finance, or a closely related field. Preferred Education A Master’s degree in Human Resources, Business Administration, or a related field is desirable for enhanced expertise and strategic impact. Minimum Years of Work Experience Five years, specifically in administering compensation programs for a large multi‑state organization. Certifications Certified Compensation Professional (CCP) preferred. Competencies Analytical proficiency – expertise in analyzing compensation data, conducting benchmarking studies, and evaluating program effectiveness and compliance. Communication excellence – advanced interpersonal and communication skills to convey complex compensation concepts to stakeholders. Technical aptitude – proficiency in Workday, Microsoft Excel, and related software for detailed compensation reporting and data analysis. Regulatory acumen – comprehensive knowledge of Federal and State regulations related to employer compensation. Project management – strong planning and prioritization skills, managing multiple initiatives and special projects. Customer service orientation – focus on delivering extraordinary customer service and implementing process improvements. Business partnership – proactive collaboration with departments to provide analytical insights and support strategic alignment. Change implementation – ability to influence and drive successful implementation of organizational changes related to compensation. Benefits Competitive weekly/bi‑weekly pay, discretionary bonuses, 401(k) with company match, Employee Stock Purchase Plan, paid time off (vacation, sick, volunteer, holidays, birthday, floating), medical, dental, vision, flexible spending accounts, company‑paid life and short‑term disability, optional long‑term disability, and additional life insurance. All benefits are subject to eligibility. Equal Employment Opportunity (EEO) Statement SRS Distribution Inc. is an Equal Employment Opportunity employer. We provide job opportunities to qualified individuals without regard to race, color, creed, religion, national origin, sex, gender, age, disability, gender identity, sexual orientation, citizenship status, uniform service, veteran status, marital status, genetic information, or other characteristics in accordance with applicable federal, state, and local EEO laws. If you are an individual with a disability or a disabled veteran and require a reasonable accommodation in applying for a posted position, please contact Human Resources at View phone number on click.appcast.io or by email at View email address on click.appcast.io. All employment offers are contingent upon successful completion of a background check and drug screen, as permitted by law. #J-18808-Ljbffr