Compensation Analyst

OVERVIEWManages employer compensation programs to align with company goals for recruitment, retention, and engagement. Develops and communicates pay structures and guidelines, advising managers on pay decisions in compliance with policy and budget. Evaluates jobs, maintains descriptions, and analyzes market competitiveness, pay equity, and compensation trends through surveys.REPORTS TOThe Compensation Analyst reports to the Sr. Director, Human Resources. ESSENTIAL DUTIESThe essential duties and responsibilities for this position include, but are not limited to: Manage compensation benchmarking, promotional requests, market adjustments, and bonus requests.Lead and administer annual compensation processes, including end of year merit and SVG annual bonus.Manage CompAnalyst system, including completing the annual required survey. Conduct ad-hoc compensation analysis and prepare compensation reports for management, including developing compensation metrics and dashboards.Prepare and maintain job descriptions. Maintain compensation data integrity in  Workday.Monitor compensation trends and best practices, and ensure compliance with federal, state, and local compensation laws.Support executive compensation programs and attend compensation committee meetings.Develop and maintain compensation communication materials.Conduct pay equity analysis.Support HR Business Partners with compensation-related inquiries, and develop and deliver compensation training to managers and employees.Support sales commission plan design and administration.Lead compensation-related audits and participate in compensation-related projects.BEHAVIORSThe SVG behaviors are listed below:Be Aware (Emotional Intelligence)Be Open & Honest (Communication)Be a Team Player (Teamwork and Collaboration)Be Accomplished (Drive for Results)Be the Example (Develop Self & Empower People)Be Forward Thinking (Strategic Thinking)Be a Problem Solver (Continuous Improvement)