Summary
The Compensation Analyst will participate in the planning, development, and implementation of compensation programs aimed at attracting and retaining talent. This role will partner with key internal stakeholders throughout the organization to ensure compensation plans are effectively planned and implemented.

Additionally, this individual will consistently participate in the ongoing evaluation of programs to identify areas of improvement and will conduct system-related activities for annual compensation planning. We are seeking an analytical, collaborative, and hands-on individual who will help drive the day-to-day activities of compensation planning.

Essential Duties and Responsibilities include the following. Other duties may be assigned.
1. Assist in annual cycle projects such as executive compensation plans, merit programs, annual incentive plans, operational bonus programs, sales compensation, stock administration, geographic differentials, etc.
2. Participate in the design, development, and administration of new salary structures and compensation models.
3. Ensure compliance with all legal and disclosure requirements such as COBRA, HIPAA, IRS (Section 125) Programs, CRA, FLSA, and prepare and file regulatory reports.
4. Work with internal teams to ensure proper plan administration.
5. Assist with form filings and annual grant and vesting activities, as well as the development of proxy statements inclusive of all public company compensation disclosures.
6. Collaborate with Human Resources, Talent Acquisition, and business leaders to provide recommendations for market pricing requests on new positions, promotions, transfers, and other job or organizational changes in line with the company’s compensation philosophy.
7. Partner with shareholder advisory firms and third-party agencies, including compensation consultants, transfer agents, and executive compensation legal firms.
8. Participate in the evaluation of job positions, FLSA duties test for US positions, and partner with Human Resources and/or managers on job descriptions to ensure equitable leveling within the organization.
9. Develop, analyze, and prepare recurring HR metric reports as well as ad-hoc statistical reports.
10. Identify and participate in appropriate external compensation survey benchmarking and survey submissions.
11. Support additional total reward processes as assigned, including but not limited to, retirement plan funding and compliance related activities.

Education and/or Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field
• 1-2 years of related experience with an emphasis in compensation
• Public company experience preferred, but not required
• Advanced skills in Excel required
• Familiarity with HR practices and principles
• General knowledge of Federal and State labor and pay regulations