Sr Compensation Analyst

23 hours ago

Lancaster, United States Upstate Niagara Cooperative Full time

Description As employees of a farmer-owned cooperative, we come to work every day trying to honor the tireless effort and care these farming families put in every day, all day, 365 days a year. Our farmer-owners tend to think in generations, with some of our farms being run by the same families for over a century. We carry this approach into our business, knowing that each and every one of us makes a difference in allowing these generational traditions to continue, taking pride in knowing that we nourish our friends, neighbors, nation, and even the world with healthy and delicious dairy products. Our products include milk, flavored milk, yogurt, dip, sour cream, cottage cheese, Italian cheese, and ice cream mix marketed under the Upstate Farms®, Bison®, Milk for Life®, and Intense Milk® brands. Job Summary As our Senior Compensation Analyst, you will be responsible for developing, overseeing and maintaining the Upstate Niagara Cooperative compensation program, ensuring fair and competitive compensation practices to attract, retain and motivate employees. Duties and Responsibilities Manages and maintains the Upstate Niagara Cooperative compensation program, including salary structures, incentive pay and executive compensation. Documents and analyzes compensation policies, monitors the effectiveness of existing compensation practices and makes recommendations consistent with statutory compliance, compensation trends and our total rewards objectives. Collaborates with Human Resources and management on job evaluation, analysis, grading and pricing. Performs and participates in market analysis and salary survey activities; analyzes markets trends and industry standards; proposes compensation strategy and program improvements as needed. Participates in merit increase processes to ensure compliance within budgetary limits and according to compensation policies. Communicates compensation policies and changes to employees as needed. Other duties as may be assigned Education and Experience Bachelor’s degree in business administration, Human Resources, or related fields Minimum 5 years of experience in compensation program analysis and maintenance. Knowledge of federal, state, and local regulations and compliance requirements related to employee compensation. Advanced Microsoft Excel experience is required; Experience with UKG is a plus. Certified Compensation Professional (CCP) preferred Required Skills and Abilities Strong analytical skills with the ability to interpret, communicate and present data to all levels of the organization. Excellent project management, organizational, verbal and written communication skills. Effective critical thinking, collaboration and problem-solving skills Strong technical aptitude with the ability to use Microsoft products and collaboration tools. Salary: $98K to $112K per year *The salary range indicated in this posting represents the minimum and maximum of the salary range for this position. Actual salary will vary depending on factors including, but not limited to, budget available, prior experience, knowledge, skill and education as they relate to the position’s qualifications, in addition to internal equity. The posted salary range reflects just one component of our total rewards package. Other components of the total rewards package may include participation in group health and/or dental insurance, retirement plan, wellness program, paid time away from work, and paid holidays. Upstate Niagara Cooperative, Inc. is committed to equal employment opportunity for all, without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, age, veteran status, disability, genetic information, or any other protected characteristic. 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 60-1.35(c)

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