Compensation Analyst

Vallen’s Compensation Analyst is responsible for assisting in the development, implementation, and/or administration of base pay, sales and other variable compensation programs to attract, motivate, and retain a talented, diverse, and committed workforce. They perform job analyses and evaluate job classifications, lead salary administration programs, submit and analyze compensation surveys, and prepare compensation models, proposals, and budgets. They lead and/or participate in designing salary structures and make recommendations for modifications to ensure market competitiveness. They research, draft and/or prepare recommendations to modify compensation policies and variable pay plan designs in accordance with the company’s reward strategy.

• →Performs compensation, job and/or associate data analyzes and provides guidance to company management and/or HR Business Partners that is affordable, internally equitable, externally competitive, and in alignment with business objectives.
• →Assists in the administration of annual merit and pay-for-performance programs; prepares and analyzes recommendations for merit matrices; drafts related communication materials.
• →Assists in the administration of annual short-term incentive programs; analyzes current state and prepare recommendations for harmonization and standardization.
• →Analyzes and ensures data integrity within benchmarking applications including MarketPay and ERI; leads automation and continuous process improvement for benchmarking activities within those applications.
• →Leads participation in third-party compensation surveys.
• →Analyzes internal and external compensation trends to ensure competitive pay practices.
• →Prepares budget impact analysis, projections and recommendations for salary administration programs and assesses associate level impact.
• →Maintains company job descriptions; provides coaching where needed in the development of job descriptions.
• →Prepares recurring & ad hoc compensation reports & presentations.
• →Analyzes current compensation programs & practices to ensure compliance with federal, state & local regulations.
• →Participates in Benefits related activities and projects where additional resources may be required (i.e. Open Enrollment).
• →Participates in and/or lead special projects as assigned.

Foundational knowledge and demonstrated application of Compensation principles and processes including, but not limited to, job evaluations, market pricing and annual compensation planning is a requirement for this role. Preferred qualifications include a Bachelor’s degree in a related field (e.g., Human Resources, Business, Finance, etc.), CCP Certification (either attained or in progress) and at least 2 years of experience including:

• Demonstrated ability to uphold confidentiality and work with sensitive job and pay-related data.
• Experience working with market pricing software, preferably MarketPay or Payscale.
• Experience with participating in annual third-party salary surveys (Mercer, Willis Towers Watson, etc.).
• Experience working with HR Information Systems, maintenance of key compensation data and the extraction of data.
• Experience with the administration of an annual merit cycle using compensation planning software.
• Strong analytical and logical thinking skills with strong attention to detail & accuracy.
• Intermediate-level MS-Excel skills & proficiency with Word, PowerPoint & Co-Pilot
• Self-starter with the ability to work independently with little supervision.
• Dedication to providing excellent & timely customer service.
• Demonstrated strong planning, organizational and project leadership skills.
• Experience with variable incentive plan concepts, design, and administration preferred.

Work Environment (Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.):

• Long periods of time working on a computer and performing key-boarding activities.

Physical Demands (Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.):

• While performing the duties of this job, the employee is regularly required to talk and hear. The employee frequently is required to sit. The employee is occasionally required to stand and walk. The employee may be required to occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, and ability to adjust focus.