- Bachelor's degree in Human Resources or equivalent experience required.
- Three or more years of experience in compensation required.
- Previous analytical experience with intermediate excel and HRIS experience required.
- High level of integrity, along with the ability to handle sensitive information and maintain confidentiality required.
- Knowledge of compensation practices, human resource laws, regulations and best practices.
- Excellent written and verbal communication skills.
- Excellent organizational and time management skills.
- Proficient with Microsoft Office Suite or similar software.
- SHRM-CP or SHRM-SCP preferred.
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Lead Financial Analyst
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Junior Business Analyst
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Senior Compensation Analyst - St Paul, United States - Lutheran Social Service of Minnesota
Description
Lutheran Social Service of Minnesota is a dynamic social service organization serving children, youth and families, people with disabilities, older adults, and military veterans. Trustworthiness is a value and strength shared by our employees and recognized by the communities we serve. We offer an ALIVE Workplace (Supportive, Positive and Fun) and careers that challenge, energize, and reward employees. Consider joining us
Job Summary:
The Sr Compensation Analyst plays a critical role in the design, development and administration of the organizations' compensation programs, ensuring they are consistently administered in compliance with organization policy and government regulations. This position is also responsible for position management and maintaining the compensation structure in the HRIS system, along with other software's such as MarketPay.
Job Requirements:
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)
