Sr. Compensation Analyst | Remote, USA

Minimum 6 years of experience working in Compensation with the analysis, design and administration of compensation programs. Experience creating and maintaining salary structures. Experience managing company-wide projects, specifically annual merit cycles and M&A activities. Knowledge of Fair Labor Standards Act (FLSA) and exemption testing. Workday experience strongly preferred. Knowledge of Human Resources compensation principles and best practices; International compensation experience a plus. Proven financial and business acumen with the ability to successfully perform independent analysis and interpretation. Advanced Excel skills with high attention to detail; Power BI and Automate a plus. Exercise sound judgement and initiative when carrying out responsibilities. Excellent interpersonal, consulting, verbal and written skills. Ability to maintain confidentiality and professional judgment.

Leads and performs a full scope of activities associated with the development and administration of compensation programs. Designs and maintains salary structures for US, Canada and India. Manages small to medium size projects in areas such as annual incentive administration, Annual Compensation Review (ACR), communications and training, and market survey analysis. Serves as a consultant to the organization from an education, market benchmarking, reporting and analytical perspective. Partners with HR Partners, Talent Acquisition and Business Leaders to identify and address current and emerging total compensation trends, issues and any pay concerns, including internal equity. Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending revisions and updates that are cost effective and consistent with compensation trends and corporate objectives. Conducts job leveling, job analysis, job classification and job evaluation. Conducts regular audits of compensation data to ensure jobs are accurately aligned in their salary structure, appropriately leveled, adequately reflective of job duties and have the correct FLSA classification. Acts as an active contributor to continuous process improvement for all comp processes, programs and tools. Creates and updates relevant and effective knowledge database content. Accurately and effectively utilizes HRIS system (Workday) and tools. When applicable, participates in the design and support of the HR system to assist with automation and general administration. Demonstrates an extensive working and practical knowledge of a wide variety of compensation techniques, theory, practices, methods, programs and plans including regulatory requirements, incentive compensation, and base pay management. Administers job profile and survey data creation and maintenance within Workday. Develops and prepares in-depth compensation reporting/analytics and provides support for ad-hoc reporting requests from HR Partners and Business Leaders. Reviews and advises on proposed salary and incentive compensation changes for new and current employees. Leads the Annual Compensation Review (ACR) planning process, implementation, and communications. Participates in cross-functional projects, representing the Compensation team and performing in project leadership role as needed. Participates in acquisition integration and the harmonization of employee onboarding. Designs and delivers compensation training and guidance to managers and leaders in the organization. Serves as a mentor to junior analysts.