Compensation Analyst

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 will 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 and consult with assigned business unit(s) and HR Business Partner(s) on compensation related items such a salary administration, job evaluations, job classifications, analysis and reporting. 
• Serve as the primary resource for salary administration across the organization. This includes but is not limited to conducting salary surveys, analyzing market data, developing pay offers and proactively identifying potential compression and equity concerns. 
• Maintain an accurate and up-to-date job description database for the organization by auditing existing and new job descriptions.
• Conduct job evaluations to determine FLSA exemption status, salary grade assignment, and job worth hierarchy that aligns to company and statutory guidelines. 
• Complete and interpret salary survey data and compensation trends to support strategic pay decisions that drive workforce engagement and organizational effectiveness.
• Design and administer new programs and policies to support company objectives, culture and market dynamics, while maintaining a focus on regulatory and statutory guidelines.  
• Take ownership of cross-functional projects, guiding them through all phases—from conception and planning to execution and completion—while maintaining clear and consistent communication with stakeholders and team members.
• Utilize software programs, reporting tools, and databases to review and analyze compensation information which are used to administer SRP’s pay programs.  
• Proactively identify opportunities to enhance compensation processes and practices that support employee retention, motivation, and engagement across the organization.
• Other duties as assigned.

Education

Experience

We are targeting a Level 1 candidate for this role.

This position may be filled at one of three levels outlined below, based on the candidate’s relevant education, experience, or a combination of both that demonstrates the required knowledge, skills, and competencies.

• Level 1 - Associate: In lieu of a degree, 4 years of relevant experience or an equivalent combination of education and experience totaling 4 years may be considered.
• Level 2 - Journey: Minimum 2 years of relevant experience required. In lieu of a degree, 6 years of relevant experience or an equivalent combination of education and experience totaling 6 years may be considered.
• Level 3 - Senior: Minimum 5 years of relevant experience required. In lieu of a degree, 9 years of relevant experience or an equivalent combination of education and experience totaling 9 years may be considered.

Eligibility for advancement (progression) to the next level in the same role is based on overall job performance, mastery of all functional responsibilities, and time in position, as assessed by the supervisor.

Additional Requirements and Qualifications

• Advanced knowledge of Excel is required
• Compensation survey analysis is preferred
• Knowledge of FLSA is required
• Strong communication and consulting skils is required
• CCP, PHR, or SPHR is preferred

Testing and Certifications