Sr Compensation Analyst
Posted on :
18-11-2022
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Job Description
JOB DIMENSIONS
The Sr Compensation Analyst is responsible for the design, and administration of compensation programs that support our HR strategy and Company-wide objectives. This role requires building relationships and partnering with HR Business Partners to address and solve compensation related issues and provide consultation and guidance on a variety of compensation topics. The Subject matter expert must have some knowledge of or research best practices and trends to ensure that our programs, policies, and practices are competitive, fair and financially sustainable. Responsibilities will include participating and leading special projects or processes; must be able to work independently with limited supervision.
KEY ACTIVITIES AND RESPONSIBILITIES
Compensation planning and administration 40%)
Manage participation in compensation surveys. Lead the gathering for insights by researching and networking with
other companies to keep abreast of best practices and trends in compensation
Responsible for participating in the benchmarking processes to gather and analyze market data in order to evaluate roles and determine competitiveness of our salaries and bonus programs. Provide complete job evaluation and market pricing analysis, develop cost modeling, facilitate cyclical comp planning. Build and develop salary ranges and pay grade structures. Use market data to analyze and assess the organization's competitive position.
Partner with HRBPs and business clients to review and level jobs descriptions and prepare salary recommendations; provide guidance and direction in all compensation matters ensuring that our compensation philosophy and salary administration guidelines are consistently being followed.
Design and build compensation metrics, reports and tools to make informed compensation program decisions and analyze business outcomes. Conduct financial modeling to ensure viability of programs
Collaborate in the development of compensation systems' design. Building salary structures, creating processes for salary increases and administration, determining approach to variable pay and helping to provide education to employees, managers, and business leaders.
Complete and participate in various compensation surveys. Research and network with other companies and to keep abreast of best practices and trends in compensation.
Compliance Reporting
Ensure pay practices are complaint with U.S. federal and state requirements.
Work with vendor to complete EEO-1, AAP, California, Illinois and OFCCP reporting's' annually
Annual Merit and Bonus Programs (25%)
Participate in and supports the annual Merit, Bonus, Equity Programs. Create materials to effectively communicate compensation programs, policies and practices to employees and leaders. Act as project manager for the following segments of the annual programs:
Merit Budget Recommendations: Accesses survey information for regions currently supported by client (U.S., Canada, Mexico, Brazil, Colombia, and Argentina) for the Merit Budget Planning process. Recommendations are summarized for executive review and submission to Corporate (France). Recommend/implement annual salary structure movements for same countries.
AIP (Annual Incentive Plan) Process for U.S. Canada and Mexico: Prepares the SuccessFactors (SF) system to upload year-end employee data used to calculate incentive payments for salaried and non-union hourly employees. This entails updating information for over 70 unique bonus plans/algorithms. Obtain approval for AIP plan design. Configures SuccessFactors for the upcoming plan year. Finalize bonus payouts prepare system to generate employee statements for viewing (via the SF tool).
Executive TR Process: Builds year-end Total Reward Executive Template that captures BU/Functional goal achievement and calculates the incentive ($) outcome, as well as proposing a base pay adjustment. Once submission is reviewed and approved by France (Corporate), the template is used to generate customized executive Total Reward Statements for U.S. executives.
Global SuccessFactors Implementation (5%)
Works with other cleint HR employees on Global SuccessFactors design and implementation over the next several years. As key member of Compensation team, tests and helps migrate current U.S. SuccessFactors bonus program to the global compensation framework that is developed over the next 3 24 months.
Employee Stock Purchase Program (ESPP) (10%)
- On a biennial basis, acts as U.S. project manager for subscription coordinated by client Headquarters (France). Work and partner on project team form other functional groups. Project activities include updating employee eligibility files, participating in project meetings with France, coordinating the collection of (field) employee enrollment via plants/field office representatives, testing of the enrollment system, updating U.S. Supplement (legal summary), creating employee presentation materials, and presenting the opportunity to employees via meetings at client headquarters. Assists Payroll by coordinating the creation and settlement of employee loans related to the offering.
- ESPP and Restricted Stock Vesting Process (10%)
- Serves as project lead/liaison with our French vendor/administrator when stock vests and when free shares are awarded.
- Support the Annual granting and vesting of RSU; managing the U.S, process and working Cooperate teams through completion
- Mergers and Acquisitions Integrations (10%)
- Work with Director of Compensation on Integration analysis and developing scenarios and cost impact integrate acquired companies in the client group
CONTEXT AND ENVIRONMENT
- Minimal travel involved
- Supports the site HES policy and complies with all regulatory and internal requirements
- Participates in HES activities provided by site management (e.g., Behavioral Base Safety, SafeStart, etc.)
- Supports and promotes the reporting of all health, safety, environmental, near-miss, accident or injury incidents
REQUIRED EDUCATION/QUALIFICATIONS /WORK EXPERIENCE
- Bachelor's Degree in HR, Business or Finance or equivalent experience; strong mathematical orientation
- 5 8 years in compensation field; advanced proficiency with Excel; experience with HRIS and ERP systems required; SAP and Success Factors experience preferred
- Very strong project management skills, with a minimum of 5 years acting as project lead on a complex compensation project (preferably short-term incentive programs); demonstrated experience in delivery of compensation programs through a technology/system platform
- Demonstrated ability to conduct complex quantitative analyses
- Some experience with Equity process; EEO, AAP, and other compliance reporting is preferred
- Experience in the development of compensation programs and processes
- Experience with the development of job family/career ladders a plus
- Ability to build relationships and act as a team player
DEMONSTRATED COMPETENCIES (DESCRIBE BEHAVIORS NECESSARY FOR ROLE)
Strong interpersonal and communications skills (written and verbal); strong results orientation; attention to detail; excellent customer service orientation/responsive; ability to resolve issues with minimal supervision or follow-up; ability to manage multiple projects, prioritizing independently
Employment Type
Full Time
Key Skills
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