Sr. Compensation and Benefits Analyst - Chicago, United States - Atkore International Group
Description
Who we are:
Atkore is forging a future where our employees, customers, suppliers, shareholders, and communities are building better together a future focused on serving the customer and powering and protecting the world.
With a global network of manufacturing and distribution facilities, Atkore is a leading provider of electrical, safety and infrastructure solutions.
Who we are looking for:
We are searching for a Sr. Compensation and Benefits Analyst to be based out of our headquarters office in Harvey, IL.
Reporting to the Director, Compensation and Benefits, this person will be responsible for the administration of compensation, incentive, benefit and retirement plan processes in accordance with Company policies and legal guidelines.
The Sr.Compensation and Benefits Analyst will work closely with HR Business Partners, Finance, and Business Leaders to collaborate and provide analyses and guidance on multiple aspects of compensation and benefits programs.
What you'll do:
Function as a consultant to HR Business Partners and Managers regarding compensation mattersManage the annual global merit review process.
Assist with Open Enrollment processes and administration. Lead Open Enrollment education sessions.
Participate and manage compensation surveys and prepare reports.
Creates and maintains special reports for benefit statistics and retirement plans.
Consults with and advises employees on their eligibility and utilization of retirement and benefit programs.
Performs semi-annual discrimination testing as required.
Lead the filing of annual 5500 Benefit Plan Tax ReturnsLead annual market benchmarking analysis and review of salary structures.
Assists in the administration of the Companys Relocation Program with the third-party vendor.
What you'll bring:
Bachelors Degree in business or HR related fieldMinimum 6 years of demonstrated human resources experience in compensation and/or benefits experience required.
Certified Compensation Professional (CCP) designation or working towards this certification preferredKnowledge of laws and regulations related to HR, specifically DOL, FLSA & EEODemonstrated strong analytical and math skills with the ability to successfully perform independent in-depth analysis, present findings and provide alternatives for the organization as it relates to compensation practices.
Intermediate to advanced level proficiency in Microsoft Excel and proficient in Office suiteDeadline and detail oriented with a strong ability to prioritize and multi-task.
Ability to maintain the high confidential nature and sensitivity to uphold human resources ethical standards while managing all situations with tact, persuasiveness, and diplomacy.
Within 3 months, you'll:
Complete your Atkore immersion program.
Understand how your job will help deliver Atkores strategy.
Gain an understanding of the HR partners and Managers you will be working withWithin 6 months, you'll:
Begin to assist with long term incentive plan administration.
Prepare and maintain job evaluations, market pricing data, and hourly and salary pay ranges.
Creates and maintains compensation and benefits standard work.
Assist with compensation and benefits trainings and leverage your excellent organizational, communication and presentation skills.
Begin to assume responsibility and initiate action without direct supervision and to make/recommend decisions within the scope of assigned authority.
Within 12 months, you'll:
Be a trusted partner to your internal customers and serve as a liaison between the Company and contracted plan recordkeepers, Trustees, providers, and auditors.
Manage various incentive programs including the companys Annual Incentive Plan (AIP) and sales incentive programs.
Join our team and align yourself with an industry leaderEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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 contractors legal duty to furnish information.
41 CFR c)#J-18808-Ljbffr