Compensation Analyst

About the Position

The Compensation Analyst plays a key role by providing guidance on various compensation topics across multiple lines of business within the United States and Canada. The role will support the design, implementation and administration of total reward programs to attract, retain and motivate employees. A successful analyst will collaborate with stakeholders to integrate industry best standards into programs and advise leaders on how to successfully leverage these programs to fully engage employees.

Functions

• Partner with HR Business Partners, site-based Human Resources and business leaders to understand their needs, provide counsel and function as a compensation subject matter expert.
• Provide compensation expertise and counsel to HR Business Partners and Management and for assigned business units with respect to all compensation matters including salary management, compensation program administration and plan design, new hire and retention needs, and policies and procedures in support of strategic objectives.
• Assist in the generation of competitive solutions to challenging compensation issues, while counseling and educating HR Business Partners and Management on compensation philosophy and practice.
• Communicate, train and provide guidance and tools to business leaders throughout the compensation planning process; including setting up and administering annual compensation programs (i.e. merit, annual bonus, etc.).
• Ensure the accuracy and effectiveness of compensation information (including communications, tools and education), and act as liaison to Human Resources Partners, HR management and business leaders.
• Implement procedures to streamline the compensation processes to ensure compliance with regulatory requirements, and work with Human Resources Partners to educate line management on pay administration practices.
• Perform necessary audits to ensure compliance with local, state and federal agencies (e.g. the Fair Labor Standards Act, Office of Federal Contract Compliance Programs, and Equal Employment Opportunity Commission) and other applicable laws and regulations.
• Prepare complex reports, presentations, compensation analyses, cost estimates and other material as requested; including reoccurring reports.
• Participate in the survey submission process, partnering with HR to ensure accurate matching strategies; including maintaining accurate and up to date data in market pricing library. Make recommendations to manager regarding salary budget.
• Participate in projects in support of strategic objectives and reward initiatives, partnering with management and Human Resource Team to achieve results. May lead team projects and allocate work to team members as needed.

Qualifications

• Bachelor’s degree in Human Resources/Business Administration or related field required
• 1-3 years’ experience directly in compensation or a combination of progressive human resources roles required; sales compensation experience desired.
• Working knowledge of local, state and federal legislation that impact compensation policies and programs.
• Prior experience with Human Capital Management system (i.e. UltiPro) and utilizing business intelligence tools (i.e Cognos) to extract employee data and create complex reports preferred.

Competencies

• · Business Acumen - Knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization.
• · Communicate for Impact - Proactively communicate with all stakeholders throughout the life cycle of programs and projects.
• · Influencing Others - Can quickly find common ground and can solve problems for the good of the organization with a minimal amount of noise. Authentically gains trust and support of peers.
• · Managing Transitions/ Change Management - Effectively plans, manages and communicates changes in processes with appropriate stakeholders.
• · Strategic Agility - Enable Kenco to remain competitive by adjusting and adapting to innovative ideas necessary to support Kenco’s long-term organizational strategy.

Travel Requirements

• This position is expected to travel approximately 25% or less.

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