Senior Compensation Analyst

Title: Senior compensation analyst
Duration: 4 -5 months
Location: 100% Remote
EST Hours
Pay Range: $50- $61/hr

Education & Experience
Required:
Minimum of a Bachelor s degree is required.
Minimum 6 years work experience in HR, compensation, finance, accounting, or consulting, with minimum 2 years experience as an analyst. (With a Master s degree, 4 years relevant experience required).
Strong results orientation and attention to detail
Strong analytical and problem-solving skills with ability to understand the business
Strong written and oral communication skills
Ability to exercise judgment and problem-solve with minimal direction
Demonstrated ability to handle sensitive and confidential information
Thorough understanding of FLSA and knowledge of wage compliance and regulations.
Highly proficient in Microsoft Excel

Preferred:
Experience with Workday
Experience with CompAnalyst (Salary.com) or similar compensation analysis platform
Experience working with a multinational company
CCP certification

Our organization requires compensation team members who thrive in a dynamic, evolving business environment. To be successful, you must be adaptable and flexible to adjust strategies based on changing market trends and organizational needs. You have a unique opportunity to foster strong relationships with the Global and Regional Compensation Business Partners to address their needs.
About the Job
The Senior Compensation Analyst will support the company with analytics and project support in the design, implementation and administration of compensation programs in accordance with the compensation strategy and philosophy of client and our Total Rewards vision.
Responsibilities
Assist with the development of client s global salary structure, including the ongoing evolution, roll out and maintenance of the structure.
Conduct internal and external market research, analyze competitive position and market trends, and make recommendations for pay programs.
Evaluate and analyze market data. Counsel HR partners and business leaders on competitive pay decisions.
Market price non-executive jobs to meet business needs and comply with internal equity, conducting job evaluations in order to determine salary grade and pay recommendations. Understand and apply FLSA regulations with regard to job evaluation process.
Support annual rewards planning process from a global perspective.
Partner with HR Technology and Comp operations to understand Workday capabilities to ensure future compensation program design can be implemented and maintained effectively.
Assist with the annual benchmarking process for all roles, including executives level roles.
Complete and submit compensation surveys, dashboards, and other ad-hoc analyses
Development of educational materials, tools, and necessary training modules to increase HRBPs and management understanding of existing Compensation programs and practices.
Create dynamic models to assess the potential impact of future design decisions.
Lead special projects including due diligence and M&A support
Perform equity buy-out analysis