Summary
The Compensation Analyst performs activities to develop, implement and administer compensation policies and programs. As a strategic partner with the business unit, they will advise and guide leadership to resolve problems, align pay with SRP s compensation philosophy, and maintain a focus on pay equity across the organization. This position will be the resource for statutory requirements and recommend appropriate courses of action in order to protect the company and maintain focus on the employee value proposition as it relates to total rewards.
What You'll Do
- Partner with assigned business unit on compensation related items such a salary administration, job descriptions, organization design and workforce needs.
- Serve as the primary resource for salary administration across the organization. This includes but is not limited to salary structure design and maintenance, merit planning, pay recommendations, short term incentive awards, and workforce budget review.
- Manage and maintain job descriptions for the organization. Audit and develop job descriptions reflecting responsibilities, duties, and requirements. Conduct job evaluations and determine FLSA exemption status, salary grade assignment, and job worth hierarchy that is within company and statutory guidelines.
- Complete salary surveys, requests for information, and review best practice to support decisions and workforce dynamics.
- Design and administer new programs and policies to support company objectives, culture and market dynamics, while maintaining a focus on regulatory and statutory guidelines.
- Plan and manage internal projects from the initiation and development phase to delivery and completion. Effectively and accurately communicate status to project stakeholders and team.
- Utilize software programs, reporting tools, and databases to review and analyze compensation information which are used to administer SRP's pay programs including the short term incentive program.
What It Takes To Succeed
- Research, critical thinking and evaluation skills with the ability to reason through data findings and develop recommendations.
- Very strong analytical and problem-solving skills.
- Advanced knowledge of excel.
- Provide guidance to HR Business Partners and managers for pay actions.
- Knowledge of market-based compensation surveys and ability to analyze results and market trends.
- PHR, SPHR, or CCP preferred.
Experience
For a Level 1 (Associate), a minimum of no previous years of experience to two years related experience is required (if no degree, four-six years of relevant experience or equivalent combination of education and related experience totaling four-six years).
For a Level 2 (Journey), a minimum of two years of experience to four years related experience is required (if no degree, six-eight years of relevant experience or equivalent combination of education and related experience totaling six-eight years).
For a Level 3 (Senior), a minimum of five years of related experience is required (if no degree, nine years of relevant experience or equivalent combination of education and related experience totaling nine years).
Education
A bachelor's degree related to the assignment from an accredited institution is preferred.
SRP
Arizona United States
www.srpnet.com
