Senior Compensation Analyst
J
JobgetherCompensation, human resources
Candidates must reside in the Atlanta metropolitan area to be eligible for this remote role.Full-TimeSenior
Salary not disclosed
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Job Details
- Experience
- Three to five years of relevant compensation experience or HR project management experience.
- Required Skills
- Microsoft Excel
Requirements
- Hold a bachelor's degree in Business Administration, Human Resources, Finance, or a related field, or have equivalent relevant work or military experience.
- Have three to five years of relevant compensation experience or HR project management experience.
- Demonstrate advanced proficiency with Microsoft Windows applications, particularly Microsoft Excel, including the ability to create complex formulas.
- Develop actionable analyses, explain key performance drivers, and present accurate interpretations of data.
- Evaluate compensation data and market trends and translate findings into practical recommendations.
- Communicate clearly in writing and verbally, tailoring organized and thorough information to different audiences.
- Preferred: experience with HRIS platforms such as SuccessFactors, PeopleSoft, or Workday.
- Preferred: experience designing incentive compensation plans and supporting merit planning, job pricing, and pay administration.
- Preferred: professional certification such as PHR, SPHR, SHRM-CP, SHRM-SCP, or Certified Compensation Professional (CCP).
Responsibilities
- Support HR teams, employees, and assigned business groups in interpreting and administering compensation programs, policies, and procedures.
- Conduct financial modeling to assess the viability and cost-effectiveness of compensation programs.
- Develop, administer, and maintain base pay and incentive compensation programs.
- Conduct compensation benchmarking and market research to assess salary competitiveness and total compensation.
- Perform job evaluations, determine salary grades, and document findings and recommendations.
- Develop compensation metrics, analytical reports, and tools to support program decisions and evaluate business outcomes.
- Advise HR colleagues and department leaders on pay decisions, compensation policies, and job evaluations.
- Coordinate annual salary increase processes, including system setup, data validation, reporting, salary planning, budgeting, and merit cycle support.
- Develop communication materials explaining compensation programs, policies, and practices to employees and managers.
- Manage participation in annual compensation surveys, including PayFactors, Aon Radford, Willis Towers Watson, Mercer, and ERI.
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