- Develop and implement compensation policies, procedures, and guidelines that support the organization's strategy, culture, and values.
- Conduct market research and analysis to ensure the competitiveness and fairness of our compensation programs, and recommend adjustments or enhancements as needed.
- Lead the annual compensation planning process, including budgeting, forecasting, modeling, and communication.
- Manage the job evaluation process, including creating and maintaining job descriptions, job families, and job grades.
- Provide consultation and advice to business units or functional areas on compensation issues, such as salary offers, promotions, transfers, equity adjustments, and retention strategies.
- Partner with HR business partners, recruiters, and managers to ensure alignment and consistency of compensation practices across the organization.
- Monitor and ensure compliance with federal, state, and local laws and regulations related to compensation, such as FLSA, EEO, and pay equity.
- Prepare and present compensation reports, dashboards, and metrics to senior management and other stakeholders.
- Evaluate and participate in external compensation surveys and networks to obtain and share best practices and market intelligence.
- Manage and develop compensation staff and oversee their work activities.
- Bachelor's degree in human resources, business administration, or a related field.
- Minimum of five years of experience in compensation management or consulting, preferably in a large or complex organization.
- Expertise in broad-based compensation, including experience with annual compensation planning, market analysis, benchmarking, and job leveling.
- Knowledge of compensation principles, practices, trends, and regulations.
- Proficiency in Microsoft Office, especially Excel, and compensation-related software or systems.
- Strong analytical, problem-solving, and decision-making skills.
- Excellent communication, presentation, and negotiation skills.
- High level of integrity, confidentiality, and professionalism.
- Ability to work independently and collaboratively in a fast-paced and dynamic environment.
- Certification in compensation ([URL]., CCP, GRP, CEP) is a plus.
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Compensation Analyst - Miami, United States - Restaurant Brands
Description
About Restaurant Brands International:
Restaurant Brands International Inc. is one of the world's largest quick service restaurant companies with over $40 billion in annual system-wide sales and over 30,000 restaurants in more than 100 countries. RBI owns four of the world's most prominent and iconic quick service restaurant brands – TIM HORTONS, BURGER KING, POPEYES, and FIREHOUSE SUBS. These independently operated brands have been serving their respective guests, franchisees and communities for decades. Through its Restaurant Brands for Good framework, RBI is improving sustainable outcomes related to its food, the planet, and people and communities.
We are looking for a Compensation Analyst who can design, implement, and manage competitive and equitable compensation programs for our organization. You will be responsible for ensuring that our compensation practices align with our business objectives, market trends, and legal requirements. You will also provide consultation and guidance to business units or functional areas on compensation-related matters, such as job evaluation, salary administration, incentive plans, and pay equity.
To be successful in this role, you should have a strong background in broad-based compensation, including experience with annual compensation planning, market analysis, benchmarking, and job leveling. You should also have excellent analytical, communication, and interpersonal skills, as well as the ability to work collaboratively with various stakeholders and influence decision-making. You should have a bachelor's degree in human resources, business administration, or a related field, and at least five years of experience in compensation management or consulting.
Responsibilities:
Qualifications:
Restaurant Brands International and all of its affiliated companies (collectively, RBI) are equal opportunity and affirmative action employers that do not discriminate on the basis of race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or veteran status, or any other characteristic protected by local, state, provincial or federal laws, rules, or regulations. RBI's policy applies to all terms and conditions of employment. Accommodation is available for applicants with disabilities upon request.
