Senior Compensation Analyst - Cincinnati, United States - First Student

Description

Major ResponsibilitiesSupport Sr.

Director in the development, design, implementation and administration of broad-based compensation programs (base pay +variable compensation including sales incentive plans), policies and procedures to support the business strategy.

Own the day-to-day administration of all of FGA's compensation programs and policies.
Establish, build, and maintain strong relationships across First Student to make compensation recommendations.

Collaborate with the Talent Acquisition team and HR Business Partners to create competitive offers for new hires and current employeesProvide analysis to operations that drive decisions regarding contracts where detailed compensation analysis is needed.

Once identified, provide detailed analysis and set-up calls with Region SVP and/or RVP to review analysis and outline next stepsOversee the development and maintenance of reporting needs related to compensation data for the organization.

Use data and metrics to determine program success and to drive improvements in all elements of compensationSupport Job architecture and compensation structure, research, gather and analyze data to determine appropriate salary level and job title for new positions.

Evaluate proposed and existing jobs and classify them in accordance with the levels of importance and responsibility to the organization.

Manage job documentation, job descriptions, databases and tables related to job codes, and job families.

Analyzes, documents, and evaluates new and revised jobs to develop job descriptions and recommend appropriate grade level and FLSA status.

May use market data and internal comparisons to ensure external competitiveness and internal equity.

Complete compensation surveys based on established survey schedules to build a survey library; ensure correct job matching and timely participation; coordinate with Payfactors for updates to compensation system.

Support and maintain existing and future HR systems/technology to increase speed of delivery of HR processes and to facilitate access to HR information.

Coordinates with the oversight of Sr.

Director the execution of the Performance Management and Bonus Cycle with regards to the process flow, system updates and compensation review.

Look for opportunities to simplify or enhance operational processes and workflow.

Develop solutions to problems of unusual complexity that have a board impact on the business which require a high degree of ingenuity, creativity, and innovation.

Monitors minimum wage laws in jurisdictions where the company operates the locations and review impact of changes on compensation cost.

Coordinates efforts and activities with HR Technology, HR Operations, Payroll, Budget and other relevant departments to implement system adjustments, salary structures and resolve individual payroll questions and various other issues as needed.

Assist in the design and costing of proposed wage progression structures, market-aligned pay ranges and bonus pay plansCross train and learn all activities in order to effectively support the department in the absence of the Compensation Senior Director or other Compensation Analyst.

Assist with special projects and ad hoc requests related to associate pay programs and other corporate compensation projects

Minimum Education or Certifications RequiredBachelor's Degree (or equivalent) preferred5 years Compensation experienceCertified Compensation Professional designation highly preferredSHRM preferred

Minimum Experience or Skills RequiredExperience with Workday and Payfactors preferred.
Strong understanding of compensation practices and trendsAdvanced Excel knowledgeStrong interpersonal, written and verbal communication skillsCommitment to providing exceptional customer service to our business partners; ability to collaborate within and outside of the HR teamProactive and self-motivated—you know how to get stuff doneAbility to multi-task and prioritize workloadA detail-oriented worker who's able to maintain a high degree of accuracy without losing sight of the big pictureStrong aptitude for research, analysis and data managementFlexible and proactive problem solver adept at achieving results in a team-oriented and collaborative environment, but also able to function effectively working independentlyAbility to handle sensitive information while maintaining a high degree of confidentialityAbility to explain compensation concepts in a simple and straightforward way to internal customersExperience identifying problems and finding creative solutions with the ability to think beyond immediate consequencesFlexibility to work in situations where there is no unique, correct answer

In the state of Washington, all technician and driving positions, including but not limited to van drivers and any other position requiring employees to drive a company-owned vehicle, are considered safety-sensitive and are therefore subject to drug and alcohol testing, including cannabis.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

First is also committed to providing a drug-free workplace.

First will consider for employment qualified applicants with criminal histories consistent with the requirements of the San Francisco Fair Chance Ordinance, Los Angeles Fair Chance Ordinance, and any other fair chance law.

Philadelphia's Fair Criminal Record Screening Standards Ordinance Poster is at this link or upon request
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