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Compensation and HRIS Analyst
2 months ago
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Join Dura-Line, an Orbia business, in leading the charge for global connectivity As the premier manufacturer of plastic conduit pipes, we create pathways that connect people and information worldwide in various markets. Every part of the manufacturing process is monitored with environmentally friendly sustainable efforts in mind. Quality, sustainability, and safety are paramount values at Dura-Line. Be part of our mission to Advance Life Around the World.
Compensation and HRIS Analyst
at Dura-Line (An Orbia Company)
Remote
Together, we create solutions that better connect people and information across the globe. No matter how big or small a role we each play, everything we do is connected to that shared purpose. Your work will help reinvent the future of cities and homes, link communities to data infrastructure, expand access to health and wellness, and create critical human connections between families and friends. Are you ready to build a rewarding career at Dura-Line?
The
Compensation and HRIS Analyst
is a key role within our People Team. Under the direction of the Global Total Rewards Director, this position is responsible for providing professional level analysis and support in the administration of compensation practices, policies, and programs across all levels of the organization.
What can you expect in a Compensation and HRIS Analyst role at Dura-Line?
Evaluate and analyze
job content and make recommendations on appropriate grade/level and (for US-based roles) exemption classification
Perform market reviews
to understand competitive pay positioning for selected roles
Assist in the
development and administration
of salary structures and associated geographic differentials
Consult
with People Team members and other business leaders , advising
on all compensation-related matters
Assist with the
rollout and administration
of compensation programs and projects, as assigned
Provide data insight,
extraction and analysis
as required to meet the needs of internal customers
Monitor
data integrity
through comprehensive
audits , performing
root-cause analysis
and working with leadership team to implement solutions to mitigate future discrepancies
What is in it for you?
IMMEDIATE
Medical, Dental, Vision and Prescription benefits upon hire.
Generous 6% 401(k) match with an additional 3% contribution by Dura-Line. Did I mention that you are
FULLY VESTED
on day 1 also?
100% Employer Paid
Life Insurance, Short-Term Disability and Long-Term Disability
Tuition reimbursement after 1 year of service
ENDLESS
professional growth potential with our
GLOBAL
family of Orbia companies.
What does Dura-Line need from you?
Bachelor’s degree in human resources, business administration, statistics, economics or related field
A minimum of 3-5 years of experience administering compensation principles, practices and structures
Advanced analytical skills (Excel) with the ability to analyze, interpret and draw conclusions from large amounts of data from multiple sources.
Working knowledge of Enterprise Resource Planning (ERP) systems. SuccessFactors experience strongly preferred.
Comprehensive understanding of US wage and hour laws
Excellent written and verbal communication skills
Ability to support global business processes, while understanding and providing consideration for local and/or regional differences
Familiarity with Willis Towers Watson (WTW), Korn Ferry and Mercer surveys preferred.
Solid organizational skills and strong attention to detail.
#USIND123
#DLIND123
All employees are subject to pre-employment Background Check and Drug Screening and employment is contingent upon successful clearance of both. Dura-Line is an Equal Opportunity Employer and participates in the federal E-Verify program to verify the work eligibility of all new hires.
Dura-Line 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 60-1.35(c)
TN, US
Time Zone:
Business Unit:
BU Duraline USA (BU_DUR_07)
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