Senior Compensation Analyst

Responsibilities

Compensation Administration

• Administer base salary, incentive programs, and compensation processes (merit, bonus, and salary reviews)
• Monitor evolving compensation legislation and regulatory requirements, including but not limited to changes in state exempt and non-exempt pay thresholds. Assess the potential impact on compensation programs, policies and practices, and coordinate implementation of required changes with appropriate HR, Legal, Payroll and Recruiting partners
• Partner closely with HR Business Partners, Finance, Recruitment, and leadership to understand compensation requests, gather relevant data, and support compensation planning initiatives and organizational changes
• Analyze complex ad-hoc compensation scenarios from across the business, and develop data supported recommendations that balance market competitiveness, internal equity, and budget considerations
• Lead preparation and distribution of employee compensation statements (e.g., merit, bonus, total rewards)
• Draft and present training and guidance to stakeholders on compensation practices and procedures

Data Analysis, Systems & Reporting

• Conduct job matching, market pricing, salary surveys, and benchmarking analyses to inform pay decisions and maintain competitive positioning
• Manage relationships with external compensation vendors, including survey providers and technology partners
• Evaluate vendor performance and ensure tools and data sources support business needs and compensation strategy
• Maintain and audit compensation related data in the HRIS and compensation systems to ensure accuracy
• Develop and run ad hoc compensation reports and analyses to support compensation processes, business leader requests, and support data driven decision making
• Partner with HR Technology team to enhance tools, reporting, and processes; proactively identify opportunities for automation and continuous improvement
• Maintain documentation and templates to support scalable, repeatable, and accurate compensation processes
• Leverage HR systems and compensation technologies to drive efficiency, accuracy, and scalability of compensation programs

The ideal candidate

• Bachelor's degree in Business, HR, Finance, or related discipline (CCP certification preferred but not required)
• Experience in compensation, HR analytics or related analytical function
• Advanced Excel proficiency (e.g., pivot tables, v-lookup, modeling, data analysis)
• Experience in compensation tools, both fluency and vendor management; Payscale knowledge a plus but not required
• Ability to effectively communicate, partner and advise managers at all levels who have diverse compensation experience and compensation knowledge.
• Strong experience with HR information systems and process improvement
• In-depth and dynamic knowledge of U.S. multi-state compensation compliance (i.e. wage thresholds and/or evolving legal requirements)
• Experience with compensation practices in an unionized environment a plus
• Ability to manage multiple priorities and operate effectively in ambiguous situations and fast-paced environments.

Pay and benefits

Forbes has estimated the compensation range set forth above in good faith. The compensation range is what we believe we will offer, and ultimately pay, a successful candidate. In determining this range, we consider the experience, level of education (if applicable to the role), knowledge, skills, and abilities required to be had by a successful candidate as well as the budget and the company's pay rates, generally.

This said, we may have to make changes to our compensation estimates and job descriptions from time to time and we expressly reserve the right to do so. Should we make any such changes, this advertisement will be revised to reflect such revisions. We encourage you to occasionally re-visit this advertisement to ensure that you are abreast of any changes.

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This role may evolve over time. While this job description outlines the primary responsibilities, additional duties may be assigned as business needs change. Forbes aims to offer employees the flexibility they need in order to be successful. Some positions may require candidates to be based in a specific location for consideration while some roles may be fully remote (within the U.S.) if it aligns with the needs of the position.

This position is only open to candidates residing in California, Colorado, Connecticut, District of Columbia, Florida, Georgia, Maine, Maryland, Massachusetts, New Jersey, New York, North Carolina, Pennsylvania, South Carolina, Tennessee, Texas, & Washington. Due to business operations and compliance requirements, we are unable to consider applicants based outside these states at this time.

Forbes is an equal opportunity employer.