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Senior Compensation Analyst
Education: Bachelor s degree in Human Resources, Business Administration or related field. CCP is desirable. Experience: Four (4) years of progressive Human Resources experience required. Two (2) years of experience in the analysis, design and/or administration of compensation programs required. Skills: Advanced MS Office skills including Excel, Word, PowerPoint required. Excellent interpersonal, written, and verbal communication skills. Demonstrated abilities in organizing, planning, developing and implementing compensation initiatives. Advanced analytical and critical thinking skills. Proficient knowledge of financial analysis, statistical methods and project management skills. Experience with Oracle HRMS desired.
. Provides analytical support and serves as an internal consultant for the resolution of classification, salary, and compensation policy & procedure issues. Interacts with customers to resolve/follow up on outstanding issues. Engages in job and equity analysis to establish and maintain incumbent and market parity in administration of compensation programs. Audits job descriptions for content and works with business representatives to develop job descriptions reflecting job responsibilities, activities, duties and requirements. Formulate recommendations regarding FLSA exemptions, job revisions and organizational structures. Responsible for completing assigned project-work including but not limited to: completing market and internal analytics, compensation survey participation and analysis, communication with and education of impacted customers, creating and delivering presentations, and other duties as appropriate. Assists in development of reports and helps maintains compensation data integrity in systems by running queries and analyzing data. Prepares statistical reports and develops cost models of current and proposed compensation programs. Engages in regression analysis. Makes recommendations based on findings. Serves on project teams and work groups to provide all necessary compensation guidance, data analysis and facilitate reporting needs. Assists in the development, maintenance, and consistent interpretation of compensation policies, procedures, and practices. Consistently reviews and makes recommendations for improvement. Ensures compliance with local, state, and federal laws. Supports acquisitions and organizational restructures by analyzing existing and proposed compensation programs. Supports leaders in aligning and integrating staff into existing compensation programs. Advises leaders on appropriate job classifications and compensation levels based on organizational needs and policies. May oversee the completion of projects including planning; assigning, monitoring and reviewing progress and accuracy of work; evaluating results, etc.
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