Compensation Analyst

Job Code: 1152 Department Name: Human Resources Reports To: Director, Human Resources & Organizational Development FLSA Status: Exempt Union Code: N/A Management: No About Us: Building Services 32BJ Benefit Funds (“the Funds”) is the umbrella organization responsible for administering Health, Pension, Retirement Savings, Training, and Legal Services benefits to over 185,000 SEIU 32BJ members. Our mission is to make significant contributions to the lives of our members by providing high quality benefits and services. Through our commitment, we embody five core values: Flexibility, Initiative, Respect, Sustainability, and Teamwork (FIRST). By following our core values, employees are open to different and new ways of doing things, take active steps to improve the organization, create an environment of trust and respect, approach their work with the intent of a positive outcome, and work collaboratively with colleagues. The Funds oversees and manages $11 billion of dollars in assets, which are made up of many, varied and complex funds. The dollars come from a number of sources, including the property owners who pay into the funds on behalf of their employees, and as such, requires those who oversee and manage the money to be highly skilled financial management people. 32BJ Benefit Funds will continue to drive innovation, equity, and technology insights to further help the lives of our hard‑working members and their families. We use cutting edge technology such as: M365, Dynamics 365 CRM, Dynamics 365 F&O, Azure, AWS, SQL, Snowflake, QlikView, and more. Please take a moment to watch our video to learn more about our culture and contributions to our members: youtu.be/hYNdMGLn19A Job Summary: Under the direction of the Director, Human Resources & Organizational Development, the Compensation Analyst independently manages the Funds' day-to-day compensation analysis and job‑evaluation activities for its employee population. The role evaluates complex and evolving positions, develops market-based and internally equitable compensation recommendations, administers salary structures, and provides decision support to Human Resources and organizational leadership across a complex, multi-entity and partially unionized organization. The Compensation Analyst serves as the Funds' primary compensation resource, managing assigned reviews from intake through documented recommendation. The role exercises independent judgment within established policies, resolves routine compensation matters, and escalates material exceptions, significant adjustments, and high-impact decisions to the Director. This position supports compensation matters for Funds employees; it does not administer compensation for SEIU members or benefit‑plan participants. Essential Duties and Responsibilities: Administer and maintain compensation policies, procedures, guidelines, and related documentation to promote consistent, equitable, and compliant compensation practices across the organization. Independently lead compensation reviews for complex, technical, leadership, newly created, substantially revised, vacant, and incumbent positions; evaluate scope, accountability, required knowledge, organizational fit, level, and appropriate exemption status. Independently select and document defensible external market benchmarks using multiple reliable sources, including compensation survey platforms, published surveys, peer data, and relevant current job‑market information; evaluate scope matches, aging assumptions, and data limitations. Develop clear compensation recommendations that balance external competitiveness, internal equity, salary‑structure alignment, incumbent positioning, compression risk, and budget considerations. Administer salary structures, job grades, job codes, benchmark assignments, and related compensation records; evaluate range relationships and structure effectiveness and recommend updates based on market movement, internal alignment, and organizational needs. Evaluate starting salaries, promotions, transfers, reclassifications, market adjustments, retention requests, and other pay actions for consistency with policy and internal relationships. Support annual compensation planning, including salary‑review files, increase modeling, eligibility validation, data audits, manager guidance, approvals, and post‑cycle reconciliation. Conduct pay‑equity, salary‑compression, range‑penetration, organizational‑leveling, compensation‑cost, and trend analyses; identify material concerns and develop recommended corrective actions for review. Partner with HRIS and Payroll to validate compensation data, test system changes, resolve discrepancies, and improve the reliability and efficiency of compensation processes and reporting. Maintain the job‑description library and compensation documentation, including evaluation histories, market‑pricing records, approval support, and audit‑ready files. Provide consultative guidance to HR colleagues and managers on compensation policies, salary ranges, job leveling, offer development, and appropriate documentation; independently resolve routine matters within established policy and elevate exceptions and high‑risk matters. Monitor developments in compensation practice and applicable wage‑and‑hour, pay‑transparency, and pay‑equity requirements; assist with policy, process, and communication updates. Support compensation surveys, regulatory or internal reporting, audits, organizational‑design reviews, and special projects as assigned. Qualifications (Competencies): Minimum 3 years of progressively responsible compensation experience is required, including independent job evaluation, complex market pricing, salary‑structure administration, compensation analytics, and development of pay recommendations. Experience in a complex, multi‑entity, unionized, not‑for‑profit, health and welfare fund, or similarly regulated environment is preferred. Working knowledge of compensation principles and practices, including job analysis, market pricing, salary structures, internal equity, pay compression, and base‑pay administration. Ability to independently manage compensation reviews from intake through documented recommendation, including complex benchmark selection, job leveling, internal‑equity analysis, and presentation of conclusions. Strong quantitative, analytical, and problem‑solving skills, with exceptional accuracy and attention to detail. Advanced proficiency in Microsoft Excel, including formulas, lookups, pivot tables, data validation, and analysis of large datasets; proficiency with Word and PowerPoint. Experience with an HCM/HRIS and compensation market‑pricing platform; experience with Payfactors and/or Dayforce is preferred. Ability to manage multiple concurrent evaluations and deadlines, organize supporting documentation, and work independently with appropriate escalation. Sound judgment and demonstrated ability to handle confidential employee and compensation information. Ability to explain technical compensation concepts and present clear, defensible recommendations in concise, business‑oriented language to HR partners, managers, and senior leaders. Ability to read and interpret job descriptions, policies, survey methodologies, regulations, and technical compensation information. Ability to prepare clear analyses, recommendations, correspondence, and presentations for varied audiences. Soft Skills (Interpersonal Skills): Strong written and verbal communication skills. Consultative, service‑oriented approach with the confidence to ask probing questions and challenge unsupported assumptions professionally. Ability to build productive working relationships across HR, Finance, Payroll, Information Technology, and operating departments. High degree of discretion, integrity, accountability, and follow‑through. Ability to work independently while contributing effectively as part of a collaborative HR team. Adaptability and composure in a fast‑paced environment with changing priorities. Education: Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Mathematics, or a related field is required. An equivalent combination of education and/or directly relevant experience may be considered. Reasoning Ability: High - Ability to analyze incomplete or complex information, identify relevant internal and external comparisons, evaluate competing considerations, and reach well‑supported conclusions within established guidelines. Certificates, Licenses, Registrations: Certified Compensation Professional (CCP), SHRM-CP/SHRM-SCP, or PHR/SPHR certification is preferred but not required. 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 to perform the essential functions. The physical demands described here are representative of those that must be met by an employee to perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The position primarily requires sitting, using a computer and other office equipment, communicating in person and electronically, and occasionally moving or carrying light materials. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Work is generally performed in a professional office or approved remote‑work environment with moderate noise and extensive computer use. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. #J-18808-Ljbffr