Compensation Analyst II

sanmanuel; Highland (CA); On-site; USD 65,000 - 90,000; Full time

Job summary

San Manuel is seeking a Compensation Analyst to drive market analysis, job evaluation and internal leveling for new and updated positions. You will ensure external competitiveness and internal equity while collaborating across HRIS, Talent Acquisition, People Services and Payroll on compensation data and processes.

Requirements include a bachelor’s degree in business, finance or HR, at least two years in HR/finance and in job analysis/compensation.

Qualifications

• Bachelor's degree in Business Administration, Finance, Human Resources or related field required.
• Minimum two (2) years of HR, Finance or related experience required.
• Minimum two (2) years of experience in job analysis, job pricing and/or administration of compensation programs required.

Responsibilities

• Completes market analysis, job evaluation and internal leveling of positions to ensure external competitiveness and internal equity.
• Develops and administers job families, leveling and grading; ensures correct FLSA/EEO mapping.
• Provides consultative guidance on compensation programs, policies, actions and issues.
• Validates compensation competitiveness by researching and benchmarking market data.
• Conducts compensation audits and reports findings to Manager.
• Participates in annual merit and bonus cycle processes.
• Partners with HRIS, Talent Acquisition, People Services and Payroll to support compensation operations.
• Troubleshoots compensation system issues and completes ad hoc reports/projects.
• Performs other duties to support department efficiency.

Skills

Excel

MS Office

Communication

Analytical skills

Critical thinking

Time management

Education

Bachelor's degree in Business Administration, Finance, HR or related field

Job description

ESSENTIAL DUTIES AND RESPONSIBILITIES

• 1. Completes market analysis, job evaluation, and internal leveling of new and updated positions in an effort to ensure both external competitiveness and internal equity. Based on position-specific information, determines if an existing description can be used for classification. Modifies, creates and approves new descriptions which accurately reflect current roles, responsibilities and requirements.
• 2. Participates in the development and administration of the job families, job leveling and grading of positions within the organization. Ensures appropriate FLSA and EEO mapping for all positions.
• 3. Provides consultative guidance, interpretation, training and recommendations to managers, supervisors, and team members related to all broad-based compensation programs, policies, actions and issues.
• 4. Validates compensation competitiveness by researching, benchmarking and analyzing market data.
• 5. Conducts compensation audits and recommends corrective or alternative actions to resolve compensation related issues or discrepancies. Report findings and discrepancies to Manager.
• 6. Participates and Administers the annual advanced compensation process for merit and bonus cycle.
• 7. Partners with Manager and the following functional areas to provide on-going support and to perform operational tasks as evidenced by:
  • a. Partners with Human Resource Information Systems (HRIS) Team to correct job and employee data, create and update reports and processes for compensation related operational activities and projects.
  • b. Partners with Talent Acquisition team to review and approve job offers for new hires and internal candidates in workday.
  • c. Partners with People Services Team to process employee level compensation transactions and address classification or compensation related issues.
  • d. Partners with payroll regarding retroactive payments, corrections, or adjustments.
• 8. Troubleshoots and/or resolves compensation system related issues. Completes ad hoc reports and projects.
• 9. Perform other duties as assigned to support the efficient operation of the department.

EDUCATION, EXPERIENCE AND QUALIFICATIONS

• Bachelor's degree in Business Administration, Finance, Human Resources or related field required.
• Minimum two (2) years of HR, Finance or related experience required.
• Minimum two (2) years of experience in job analysis, job pricing and/or administration of compensation programs required.
• Related, relevant, and/or direct experience may be considered in lieu of minimum educational requirements indicated above.

KNOWLEDGE, SKILLS AND ABILITIES (KSA)

• Advanced proficiency in Microsoft Excel, including spreadsheets, formulas, pivot tables and lookup tables to build costing models and analysis is necessary. MS Office Suite skills necessary.
• World@Work professional training preferred. Include knowledge (technical, industry, regulatory, product, organizational, scientific, field specific, etc).
• Written and oral communication skills, strong analytical and problem solving skills; interpersonal, and customer service skills.
• Critical thinking, attention to detail, time management, adaptability & flexibility skills needed. Include knowledge (technical, industry, regulatory, product, organizational, scientific, field specific, etc)

LICENSES, CERTIFICATIONS AND REGISTRATIONS

• At the discretion of the San Manuel Tribal Gaming Commission, you may be required to obtain and maintain a gaming license.
• No Driving Responsibilities: Role does not require a driver's license or insurance.

PHYSICAL REQUIREMENTS/ WORKING CONDITIONS - ENVIRONMENT

The physical demands and working environment described here are representative of those that an employee encounters and must be met by an employee to successfully perform the essential functions of this job. Primary work environment is in a climate-controlled office setting. Work requires travel to attend meetings, trade shows, and conferences. Incumbents may be required to work evening, weekend and holiday shifts. Must be able to work in a fast-paced, high-demand environment. Strength sufficient to exert up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects and/or move up to 40 pounds occasionally. Sedentary work: involves sitting most of the time. Constantly operates a computer and other office productivity machinery, such as a calculator, copy machine, and computer printer. Physical activities that apply to the essential