Senior Compensation Analyst - Full Time - Remote

Job Summary

The Senior Compensation Analyst works independently, managing multiple timelines and priorities. They provide salary recommendations to Recruiters and Leaders throughout the organization, conduct job and market analyses, participate in salary surveys, and investigate and resolve employee compensation related problems.

About the Role

The position requires conducting job and market analyses to determine pay range and Fair Labor Standards Act status of positions, providing salary recommendations, consulting with leaders, and ensuring compliance with DOL Fair Labor Standards Act Regulations.

Responsibilities

• Provide salary recommendations to Recruiters and Leaders throughout the organization.
• Conduct job and market analyses to determine pay range and Fair Labor Standards Act status of positions.
• Participate in salary surveys, conduct research and analysis on market competitiveness, pay equity, and compensation trends.
• Create pay grades when necessary relative to indented ranges.
• Investigate and resolve employee compensation related problems.
• Conduct wage and hour audits to ensure compliance with DOL Fair Labor Standards Act Regulations.
• Assure adherence to compensation policies, procedures and practices within organization.
• Create new job codes or reactivate former job codes and set-up new cost centers in HR PeopleSoft system; also update Tree Manager, and update managers in KRONOS System in absence of the Compensation Analyst.
• Supervise activities of the Compensation Analyst.

Requirements

• Three years in Compensation or Human Resources field.
• Proficiency in research and data analysis.
• Strong problem-solving skills.
• Excellent verbal, written, and presentation skills.
• Ability to work well under pressure, meet tight deadlines, and work independently with little or no supervision.
• Good organizational skills with focus on details and appropriately prioritizes work.
• Proficiency with software applications, such as Microsoft Excel and Microsoft Word.
• Knowledge of PeopleSoft and Kronos Systems preferred.
• Knowledge of the United States Department of Labor (DOL) Fair Labor Standards Act Regulations preferred.

Qualifications

• Bachelor's Degree in related field.
• Preferred: Knowledge of the United States Department of Labor (DOL) Fair Labor Standards Act Regulations.

Skills

• Research and data analysis.
• Problem-solving skills.
• Verbal, written, and presentation skills.
• Ability to work under pressure and meet deadlines.
• Organizational skills with focus on details.
• Proficiency with software applications.
• Knowledge of PeopleSoft and Kronos Systems.
• Knowledge of the United States Department of Labor (DOL) Fair Labor Standards Act Regulations.

Benefits

Remote work option.

Pay

N/A

Schedule

Standard Hours - Full Time

Department Position Summary

The Senior Compensation Analyst conducts job and market analyses to determine pay range and Fair Labor Standards Act status of positions, provides salary recommendations, consults with leaders, and ensures compliance with DOL Fair Labor Standards Act Regulations. They also review and approve Associate Change Notifications (ACNs) when necessary, provide resolution of salary and payroll issues, assist leaders with preparation of annual operating budgets, assure adherence to compensation policies, procedures and practices within EHS departments, work closely with TMD in preparation of across-the-board annual raises, compensation-related issues, and report writing, create specialized reports for internal and external customers, upon request, update and maintain various PeopleSoft Tables, conduct wage and hour audits to ensure compliance with the Department of Labor (DOL) Fair Labor Standards Act Regulations relative to exemption status (exempt vs. non-exempt), actively involved in the decision-making process for the Compensation Division, exemplify good organizational skills, with focus on details and appropriately prioritizes work, maintain a positive attitude and professional demeanor when confronted with adversity, handle confidential information in a professional manner, have a strong teamwork attitude, and in absence of Compensation Analyst, create new job codes or reactivate former job codes in HR PeopleSoft System, set-up new cost centers in HR PeopleSoft system, update PeopleSoft Tree Manager, and update KRONOS Manager in PeopleSoft system. Occasionally will need to create new job descriptions in manager's absence before adding to HR's S-Drive and Taleo.

Position Requirement(s)

• License/Certification/Registration Required: N/A
• Department Position Summary: The Senior Compensation Analyst conducts job and market analyses to determine pay range and Fair Labor Standards Act status of positions, provides salary recommendations, consults with leaders, and ensures compliance with DOL Fair Labor Standards Act Regulations. They also review and approve Associate Change Notifications (ACNs) when necessary, provide resolution of salary and payroll issues, assist leaders with preparation of annual operating budgets, assure adherence to compensation policies, procedures and practices within EHS departments, work closely with TMD in preparation of across-the-board annual raises, compensation-related issues, and report writing, create specialized reports for internal and external customers, upon request, update and maintain various PeopleSoft Tables, conduct wage and hour audits to ensure compliance with the Department of Labor (DOL) Fair Labor Standards Act Regulations relative to exemption status (exempt vs. non-exempt), actively involved in the decision-making process for the Compensation Division, exemplify good organizational skills, with focus on details and appropriately prioritizes work, maintain a positive attitude and professional demeanor when confronted with adversity, handle confidential information in a professional manner, have a strong teamwork attitude, and in absence of Compensation Analyst, create new job codes or reactivate former job codes in HR PeopleSoft System, set-up new cost centers in HR PeopleSoft system, update PeopleSoft Tree Manager, and update KRONOS Manager in PeopleSoft system. Occasionally will need to create new job descriptions in manager's absence before adding to HR's S-Drive and Taleo.