The Senior Compensation Analyst evaluates jobs, determines pay grades, participates in compensation surveys, and performs associated analysis. Analyzes, designs, and administers employer compensation programs, including base pay, incentive pay, and performance management programs. Being a Senior Compensation Analyst requires a bachelor’s degree. Ensures that requests for pay adjustments comply with current compensation policy. In addition, Senior Compensation Analyst typically reports to manager or head of a unit/department. Being a Senior Compensation Analyst contributes to moderately complex aspects of a project. Work is generally independent and collaborative in nature. Working as a Senior Compensation Analyst typically requires 4 to 7 years of related experience.
Senior Compensation Analyst Job Description Template
Our company is looking for a Senior Compensation Analyst to join our team.
Responsibilities:
- Conduct market pay analysis to determine competitiveness of pay and make recommendations for pay adjustments;
- Develop detailed job descriptions based on a thorough review and evaluation of jobs;
- Collaborate with Legal, Accounting, and Tax to ensure accurate reporting and compliance with applicable laws and regulations;
- Assist in equity award administration and reporting;
- Assist in the development of salary structures and slotting of jobs into appropriate levels;
- Evaluate positions using job evaluation methodology, determines market pricing and market value ranges; ensure compliance with FLSA laws;
- Additional duties as assigned;
- Produce ad hoc analyses based on business requests or to proactively look for new opportunities;
- Provide advice to HR Business Partners, Recruiters, and leaders on pay decisions, policy, incentive practices and guideline interpretation;
- Support the compensation review process;
- Evaluate alignment of employee pay levels considering internal equity and external competitiveness as well as employee performance;
- Partner with HRIS in ensuring accuracy of data and seamless integration of systems with compensation processes;
- Support People Partners on compensation related issues;
- Support People Partners on compensation related issues;
- Collaborate with subject matter experts and customers to understand various total rewards program goals and incorporate feedback.
Requirements:
- Excellent analytical skills;
- Certified Compensation Professional (CCP) course work or certification preferred;
- Ability to maintain a sense of urgency and execute quickly and efficiently;
- Strong internal control orientation – ability to design, execute and monitor controls over compensation functions;
- Workday (Compensation module) experience preferred;
- Extremely curious; not satisfied with easy or convenient answers; drives issues to root cause;
- Solid written and verbal communication skills; ability to succinctly summarize insights and quantitatively assess business and financial impact;
- Strong service orientation and sense of urgency in responding to client requests;
- Strong analytical ability;
- Strong knowledge of applicable labor and employment law;
- Strong written and verbal communications skills; ability to influence employees and managers regarding sound compensation programs;
- Creative and strategic enterprise mindset;
- Ability to work well with multiple, changing priorities and tight deadlines;
- Detail oriented;
- Flawless attention to detail.