Senior Global Compensation Analyst
Develops, implements, administers compensation and incentive policy, procedures, practices, and programs. Conducts surveys and studies labor markets to determine compensation trends; analyzes jobs, and reviews job descriptions and specifications; applies job evaluation techniques to establish equitable compensation rates within the organization as compared with rates in industry; analyzes government regulations, company policies, and agreements with labor unions to establish standard rates; reviews classification and compensation changes and makes recommendations with respect to tasks to be performed, qualifications of employee, and company policy and budgetary limitations; provides guidance and makes recommendations to line managers and generalists on all compensation issues; and interprets local, state, and federal laws regulating compensation practices.
Essential Duties and
Responsibilities:
Carries out broad analysis assignments involving the development, installation and administration of compensation.
Studies and analyzes wage/salaried jobs and prepares standardized job descriptions.
Evaluates job worth using standard job evaluation techniques; determines grades and pay ranges.
Assists in the development of incentive programs and the administration of performance review or merit-rating programs.
Establishes computerized administration systems and databases to effectively administer these programs.
Maintains and on-going effort to ensure competitiveness, cost effectiveness, and equity of pay programs.
Conducts pay surveys and participates in such surveys conducted by third parties.
Audits effectiveness of pay programs on a regular basis.
Remains current on all personnel policies, programs and practices and stays informed of new (and pending) laws and regulations.
May provide assistance to lower-level compensation analysts.
Provide counsel and support on all matters related to compensation to all levels of management and staff.
Act as internal consultant/advisor to managers and other HR staff. Makes recommendations to line managers and generalists on all compensation issues; and interprets local, state, and federal laws regulating compensation practices.
Bachelor's Degree in Business, Human Resources or related field.
5-8 yrs Human Resources experience with demonstrated emphasis on compensation.
CCP preferred.
Advanced written, verbal, and interpersonal skills in order to effectively communicate policies and procedures to all levels of staff and management.
Advanced analytical and quantitative skills with proficiency in Excel, Word, and PowerPoint.
Advanced familiarity with federal and state legislation regarding compensation practices
Advanced knowledge of compensation program design and development
Able to handle high level of confidentiality regarding employee information & organizational changes.
Excellent planning, time management, communication, decision making, presentation, organization, and interpersonal skills.
Strong understanding of databases, HRIS systems, and custom queries. MS Access knowledge highly preferred.
. Apply now!Estimated Salary: $20 to $28 per hour based on qualifications.
Essential Duties and
Responsibilities:
Carries out broad analysis assignments involving the development, installation and administration of compensation.
Studies and analyzes wage/salaried jobs and prepares standardized job descriptions.
Evaluates job worth using standard job evaluation techniques; determines grades and pay ranges.
Assists in the development of incentive programs and the administration of performance review or merit-rating programs.
Establishes computerized administration systems and databases to effectively administer these programs.
Maintains and on-going effort to ensure competitiveness, cost effectiveness, and equity of pay programs.
Conducts pay surveys and participates in such surveys conducted by third parties.
Audits effectiveness of pay programs on a regular basis.
Remains current on all personnel policies, programs and practices and stays informed of new (and pending) laws and regulations.
May provide assistance to lower-level compensation analysts.
Provide counsel and support on all matters related to compensation to all levels of management and staff.
Act as internal consultant/advisor to managers and other HR staff. Makes recommendations to line managers and generalists on all compensation issues; and interprets local, state, and federal laws regulating compensation practices.
Bachelor's Degree in Business, Human Resources or related field.
5-8 yrs Human Resources experience with demonstrated emphasis on compensation.
CCP preferred.
Advanced written, verbal, and interpersonal skills in order to effectively communicate policies and procedures to all levels of staff and management.
Advanced analytical and quantitative skills with proficiency in Excel, Word, and PowerPoint.
Advanced familiarity with federal and state legislation regarding compensation practices
Advanced knowledge of compensation program design and development
Able to handle high level of confidentiality regarding employee information & organizational changes.
Excellent planning, time management, communication, decision making, presentation, organization, and interpersonal skills.
Strong understanding of databases, HRIS systems, and custom queries. MS Access knowledge highly preferred.
. Apply now!Estimated Salary: $20 to $28 per hour based on qualifications.
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