Senior Compensation Analyst

Department

Human Resources

Job Location

3560 Pentagon Blvd, Beavercreek, Ohio

Position Type

Full-Time/Regular

Work Type

Variable

NMLS Required

No

Pay Classification

Exempt (Salary)

Grade and Compensation Band

PG 18: $84,427.20 – $126,568.00 (Annually)

Target Compensation

$90,000.00 - $110,000.00

The Senior Compensation Analyst assists the cooperative with governance, oversight, analysis, insight, development, structure, and maintenance of all WPCU salary bands, variable compensation plans, and incentives.

• Executes on creation, efficacy, profitability, compliance, and audit functions for all variable compensation plans. Works with third-party compensation vendor as needed to review design of plans and industry best practices. (20%)
• Delivers ad-hoc compensation reporting (including annual board reporting), analysis, and recommendations for design and structure. (15%)
• Addresses audit and regulatory findings/recommendations in all compensation plans and pay practices. Ensures compensation management practices and SOPs are up-to-date, reflect policy accurately, and are compliant. (15%)
• Engages with third-party compensation vendor to request and analyze market valuation for position pricing as needed and delivers results to internal management; consults HR and management team partner-employees with complex compensation offers and negotiations; assists Director, HR and VP, HR with pay equity and spot bonus request evaluations. (15%)
• Conducts the triennial compensation project, including engagement with internal stakeholders and coordination with third-party compensation vendor. (15%)
• Works with third party compensation vendor to deliver annual recommendations for salary range adjustment and merit pool; collaborates with HR and benefits team members to assess strength of total rewards package offered to partner employees. (5%)
• Researches and executes pay equity, living wage, and similar initiatives, as directed; assists with total rewards statement data gathering and execution. (5%)
• Leads compensation-specific training for management and partner-employees. Provides consultation to managers on compensation topics. (5%)
• Ensures proper policies, procedures, risk mitigation activities, and operating controls are followed. Reports gaps in policies, procedures, and operating controls to leadership to ensure member/partner-employee impact and risk is mitigated. (5%)

Required Skills

• A bachelor’s degree in Human Resources, Finance, Economics (or a related, applicable field) required;
• Five (5) to Eight (8) years of progressive experience in compensation planning and oversight required;
• Certified Compensation Professional (CCP) or similar certifications highly preferred;
• Advanced data processing and analytical skills, including complex financial modeling, predictive analysis, and executive presentation design required;
• Advanced Microsoft Excel mastery;
• Excellent verbal and written communication skills, including the ability to make complex subject matter approachable and easy to understand.
• Ability to work independently, interdependently, and as part of a team.
• Demonstrated experience/maturity to handle confidential and sensitive information.
• Possess a positive, service-oriented attitude with excellent follow-through on issues.
• Foresees potential challenges and comes prepared with solutions to solve variety of problems.
• Highly organized with ability to manage multiple priorities in a fast-paced environment.