Compensation Analyst II

About the role

In support of the Compensation program and under the direction of the Manager of Compensation, the Compensation Analyst II will participate in job classification determination, job pricing, job leveling and examine compensation information to determine the Tribe's competitive position and internal structure. Conducts compensation and market analysis due to internal equity, external competitiveness and legal compliance of the organization's pay practices.

Essential Duties And Responsibilities

• Completes market analysis, job evaluation, and internal leveling of new and updated positions in an effort to ensure both external competitiveness and internal equity.
• Based on position-specific information, determines if an existing description can be used for classification. Modifies, creates and approves new descriptions which accurately reflect current roles, responsibilities and requirements.
• Participates in the development and administration of the job families, job leveling and grading of positions within the organization.
• Ensures appropriate FLSA and EEO mapping for all positions.
• Provides consultative guidance, interpretation, training and recommendations to managers, supervisors, and team members related to all broad-based compensation programs, policies, actions and issues.
• Validates compensation competitiveness by researching, benchmarking and analyzing market data.
• Conducts compensation audits and recommends corrective or alternative actions to resolve compensation related issues or discrepancies. Report findings and discrepancies to Manager.
• Participates and Administers the annual advanced compensation process for merit and bonus cycle.
• Partners with Manager and the following functional areas to provide on-going support and to perform operational tasks as evidenced by:
  • Partners with Human Resource Information Systems (HRIS) Team to correct job and employee data, create and update reports and processes for compensation related operational activities and projects.
  • Partners with Talent Acquisition team to review and approve job offers for new hires and internal candidates in workday.
  • Partners with People Services Team to process employee level compensation transactions and address classification or compensation related issues.
  • Partners with payroll regarding retroactive payments, corrections, or adjustments.
• Troubleshoots and/or resolves compensation system related issues.
• Completes ad hoc reports and projects.
• Perform other duties as assigned to support the efficient operation of the department.

Qualifications

• Bachelor's degree in Business Administration, Finance, Human Resources or related field required.
• Minimum two (2) years of HR, Finance or related experience required.
• Minimum two (2) years of experience in job analysis, job pricing and/or administration of compensation programs required.
• Related, relevant, and/or direct experience may be considered in lieu of minimum educational requirements indicated above.

Skills

• Advanced proficiency in Microsoft Excel, including spreadsheets, formulas, pivot tables and lookup tables to build costing models and analysis is necessary.
• MS Office Suite skills necessary.
• World@Work professional training preferred.
• Written and oral communication skills, strong analytical and problem solving skills; interpersonal, and customer service skills.
• Critical thinking, attention to detail, time management, adaptability & flexibility skills needed.

Licenses, Certifications and Registrations

At the discretion of the San Manuel Tribal Gaming Commission, you may be required to obtain and maintain a gaming license.