Senior Compensation Analyst (Richardson)

NO THIRD PARTY AGENCIES. DIRECT HIRE/FULL TIME ROLE. LOCAL CANDIDATES PREFERRED.

MUST WORK ONSITE 5-DAYS A WEEK. Title : Compensation Analyst III Qty : 1 Requirements : A bachelor degree or equivalent combination of education and experience. Degree in Business Management or Human Resource Management preferred.

At least 5 years of compensation experience. Certified Compensation Professional (CCP) designation a plus. Possess project management experience in the area of human resource programs.

Demonstrated skills in the area of consulting and influencing, as well as strong verbal and written communications. Strong mathematical aptitude and analytical skills required, with exceptional logical thought processes and deductive reasoning ability. Strong Microsoft Excel skills including the ability to analyze data and create meaningful information.

Working knowledge of Microsoft PowerPoint. Access database skills a plus. Responsibilities : Perform a full scope of activities associated with the development and administration of compensation programs.

Evaluate pay programs to ensure they are externally competitive and internally equitable with the goal of assisting in the attraction and retention of competent employees. Lead administration of specific compensation programs for bonus, commissions, stock and base salary. Analyze positions and prepare job descriptions based on job responsibility questionnaires and personal interviews.

Audit evaluation of positions and application of existing classifications of jobs. Participate in a variety of salary surveys, collect and analyze information on the company's competitive position and set internal pay. Conduct analysis on special projects regarding incentive compensation, sales compensation, equity, base pay and similar complex programs.

Present and recommend alternatives and assist in the preparation of management presentations. Analyze current compensation processes and procedures in order to make recommendations for improved accuracy and efficiency. Lead efforts in implementing solutions.

Participate in the communication and implementation of various components of the pay programs, including the development and presentation of compensation training programs. Investigate and recommend resolution on compensation compliance matters. Act as an internal compensation consultant to HR partners, as well as all levels of business leadership.

May provide project leadership to other junior compensation staff members