Senior Compensation Analyst

Our client is a leading global energy company specializing in sustainable bioenergy. A fantastic opportunity exists for a Senior Compensation Analyst based at their corporate office in Bethesda, MD. On offer will be a competitive base salary, bonus, comprehensive benefits and relocation assistance can be provided.Senior Compensation Analyst Reporting to Director Compensation and Benefits, the role will be a key member of the Total Rewards team responsible for day-to-day administration and communication of our client's Compensation programs that support their pay for performance philosophy. The Senior Compensation Analyst will be responsible for administering base pay and short- and long-term incentive plans and will provide analytical expertise, guidance and interpretation of compensation policies. ResponsibilitiesOversees development, implementation and administration of compensation programs inclusive of base pay and short-term incentive programs, pay structure administration, executive pay LTIP, compliance (minimum wage, FLSA, etc.) and reporting.Partners with Talent Acquisition, HR Operations and broader teams to consult on day-to-day compensation matters.Independently conducts job evaluations, handles requests on marked data research (new hire offers, promotions, etc.) and recommends appropriate compensation actions.Responsible for delivery of annual merit and short-term incentive programs. Plans, implements and executes cyclical merit increases and bonus distributions, maintaining compliance with legal standards and SOX requirements, timeliness and budgets.Manage the Long-Term Incentive Program including working with third party administrator, and finance on unit value, assessing award amounts, calculating and processing distributions and facilitating any LTIP award(s).Strategizes and implements wholistic department job and compensation reviews, hierarchy and position latter.Engages and acts as main point of contact with 3rd party vendors for compensation data, systems and services. Responsible for compensation surveys and practices & trends questionnaire submissions. Analyzes obtained results to ensure company maintains competitive market positioning.Prepares complex compensation analysis and reporting to identify trends and patterns in compensation practices and make recommendations for plan changes and/or improvements.Consults and educates Human Capital teams regarding compensation policy, compensation projects and initiatives. Prepares Compensation communications/training materials.Leads Compensation projects and ad-hoc analysis as assigned.Required QualificationsBachelor's degree in Business, Finance, Human Resources Management or a related field preferred.5 years of progressive compensation experience. Functional knowledge of relevant federal and state regulations affecting compensation programs (minimum wage laws, FLSA, etc).Must have Manufacturing Industry experience Must have experience completing Merit Increases, Market Pricing, and Compensation Analysis' Functional knowledge of Human Capital business processes and impact of Compensation on such (HRIS, payroll, benefits, etc.)Experience with HR Technologies such as HRIS systems and market pricing tools (UKG and CompAnalyst are a plus).Advanced level Excel user with strong data management and analytical skills required. Ability to use functions such as v-lookup and pivot tables, charts and graphs on a daily basis.Ability to work independently, prioritize activities, and self-manage work focus and time for optimal results.Strong attention to details.Ability to research and analyze sensitive data while maintaining objectivity and confidentiality at all times.Excellent verbal and written communication, interpersonal, and organizational skills.Ability to build and maintain positive and productive working relationships with team members at all levels of the organization.Position occasionally requires the ability to work extended hours and weekends based on business demands (ex: active compensation cycle)Ability to be flexible and apply concepts, while maintaining the integrity of the compensation strategy and processPreferred QualificationsCCP certification (or progress towards)Experience with equity program managementExperience supporting manufacturing settings, and or non-exempt and exempt populationsTravel requirementsAbility to travel up to 10% to local sitesMust be able to commute to (Raleigh/Bethesda) office for critical in-person events and meetings as needed.Working ConditionsHybrid work with a minimum of 3 days a week in the office, with the ability to work 2 days a week remotely.Capable of fully performing remote work when not in-office.

Created: 2024-11-07