The Compensation Analyst administers compensation programs for the organization and supports the total rewards strategy by evaluating job positions to ensure the company stays relevant and competitive in the areas of salaries and variable compensation plans. This role will be responsible for tracking and managing the organization s compensation and bonus programs. This includes working with department management at all levels, HR and the talent acquisition team to determine and benchmark salary offers for new hires and internal promotions as needed. This position will act as the backup to the Benefits Department for handling all vendor invoices to ensure accurate reconciliations and prompt payment as well as resolving any issues identified.
ESSENTIAL DUTIES & RESPONSIBILITIES
Work with department management and HR Business Partners on internal pay equity issues
Manage the compensation program for the organization
Create ad hoc reports as necessary for managers and senior leadership to provide decision support
Own the training of managers on compensation practices and methods
Act as the company resource for the HRIS system related to compensation management and administration
Consistent high-level tracking of organizational changes and data integrity related to compensation and bonus programs
Assists in review of indirect compensation benefits, such as auto, internet, and cell phone allowances.
Serves as the subject matter expert on job grading and FLSA classification determination
Responsible for keeping an accurate repository of updated job descriptions
Maintains a high level of confidentiality
Prepares and maintains all company job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents.
Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
Provides insight and consultation for the continued development of company career paths.
Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.
Prepares and maintains job classifications, geographic differentials and salary bands.
Prepares and presents summary reports of job analysis and compensation analysis information.
Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.
Serves as the liaison between third party Compensation Advisors and the company.
Evaluates and implements job analysis instruments and materials.
Conducts data and cost analyses to be used in employee negotiations
Researches employee benefits in similar industries; based on findings, recommends changes or updates to the company s existing benefits or policies.
Conducts focus groups to collect employee feedback on specific issues or topics related to compensation.
Advises management on applicable state and federal employment regulations, compensation policies and human resource procedures.
Act as the backup resource for the Benefits team to process vendor invoices and reconcile rosters as needed.
Supports the annual 401(k) audit as requested for reporting and data requests.
Provides ad hoc analysis as requested by management for trends related to employee benefit enrollment, plan participant allocation and utilization.
Extensive knowledge of quantitative and qualitative research methods.
Extensive knowledge of human resource laws, regulations and best practices.
Excellent presentation skills.
Excellent written and verbal communication skills.
Excellent organizational and time management skills.
Proficient with Microsoft Office Suite or similar software.
Bachelor s degree required, CEBS Certification or relevant benefit coursework preferred
Minimum of 2 years of experience in compensation administration required
Minimum of 3 years previous HR experience is required
Intermediate proficiency in Microsoft Office (Excel, PowerPoint, and Outlook)
Minimum 3 years experience with HRIS/HRMS systems required, Ceridian Dayforce strongly preferred
Prior experience with Compensation Benchmarking and Analytics Software
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