Compensation Analyst

The Compensation Analyst helps to manage the compensation and reporting function for the global operations of Numerator. In partnership with the HR leadership and other members of the compensation team, the Analyst plans, develops and implements new and revised compensation programs, policies and procedures to appropriately reflect the company's strategy and philosophy. The Analyst will be required to manage the day to day analysis, design, and administration of all compensation related programs based on job classifications. This position requires a strong working relationship with all levels of Human Resources, Talent Acquisition, PDE, HRIS and Payroll. It is expected that this role ensures an offering and maintenance of a total compensation program that aligns with Numerator’s culture and values.

What You’ll Do:

• Ensure that the company’s compensation programs are competitive, compliant, and cost effective with local, state, and federal regulations.
• Continuously monitor, analyze, and recommend ongoing changes to compensation structures and policy to maintain desired external competitiveness, internal equity and legal compliance.
• Respond to inquiries related to compensation matters.
• Analyze job classifications, conduct job evaluations, and maintain global job architecture, including the creation and standardization of job families, levels, and job descriptions.
• Support the annual merit and bonus processes by training managers on merit guidelines and tools, auditing submitted merit changes, and partnering with Finance to calculate and audit bonus payouts for accuracy and alignment with plan rules.
• Manage the out-of-cycle promotion and market adjustment process, ensuring internal equity and policy adherence.
• Support HR partners with necessary data and guidance to support attraction and retention of staff during employee life-cycle, including pay decisions and career development.
• Provide data-driven insights and market analysis by participating in compensation market surveys (Mercer, Radford, WTW, etc.) and analyze results to assess competitiveness with market trends and determine prevailing pay rates.
• Ensure employee communications and access to relevant compensation information is accurate, accessible and timely.
• Provide ad hoc reports requested by management on compensation matters.
• Other duties as assigned by management.

Minimum Requirements:

• Bachelor’s Degree in Business, HR or equivalent experience.
• Knowledge of salary planning tools and methods, job evaluation techniques, and market salary trends; ability to design and implement global salary programs.

Skills:

• Strong interpersonal skills, detail-oriented and able to coordinate/manage multiple tasks simultaneously.
• Strong analytical, critical thinking and problem-solving skills, and ability to synthesize information and data from a variety of sources.
• Demonstrated advanced proficiency in the use of Microsoft Excel, including the ability to create complex models and formulas.
• Ability to develop/create professionally formatted summary materials (e.g. spreadsheets, tables, charts).
• Must be well-organized with excellent time management skills, and attention to detail and accuracy.
• Ability to identify and understand broad-scope issues while simultaneously attending to details.
• Must be a team player with excellent follow-up.
• Must be self-motivated and results-oriented; take ownership of projects and produce results.
• Ability to apply sound judgment to solve problems, make defensible recommendations.