Compensation Analyst II

San Manuel Band of Mission Indians; Town of Highland (NY); On-site; USD 85,000 - 115,000; Full time

Job summary

San Manuel Band of Mission Indians seeks a Compensation Analyst II to perform job classification, pricing and leveling, and to analyze compensation data ensuring internal equity and external competitiveness.

You will support merit and bonus cycles and collaborate with HRIS, Talent Acquisition and People Services to optimize compensation processes and reporting.

Qualifications

• Bachelor’s degree in a related field is required.
• Minimum two years in HR, Finance or related areas.
• At least two years in job analysis, job pricing or compensation program administration.

Responsibilities

• Complete market analysis, job evaluation and internal leveling for new and updated roles.
• Ensure appropriate FLSA and EEO mapping for all positions.
• Provide consultative guidance on compensation programs and policies to managers.
• Validate competitiveness by benchmarking market data.
• Administer annual merit and bonus processes.
• Collaborate with HRIS, Talent Acquisition, People Services and payroll on related tasks.
• Troubleshoot compensation system issues and prepare ad hoc reports.

Skills

Excel

Analytical

Communication

WorldatWork

Education

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

Job description

In support of the Compensation program and under the direction of the Manager of Compensation, the Compensation Analyst II will participate in job classification determination, job pricing, job leveling and examine compensation information to determine the Tribe’s competitive position and internal structure. Conducts compensation and market analysis due to internal equity, external competitiveness and legal compliance of the organization’s pay practices.

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 functions of the position are balancing, stooping, kneeling, crouching, reaching, pushing, pulling, lifting, grasping, talking, hearing, and repetitive motions.
• Hearing sufficient to hear conversational levels in person, via videoconference and over the telephone.
• Speech sufficient to make oneself heard and understood in person, in front of groups, in meetings,
• via videoconference and over the telephone.
• Visual acuity that meets the requirements of the position: The worker is required to have close visual acuity to perform an activity such as preparing and analyzing data and figures; transcribing; viewing a computer terminal; expansive reading and visual inspection of employees, visitors or facility.
• Mobility sufficient to safely move in an office environment, walk, stoop, bend and kneel, and enter, exit and operate a motor vehicle in the course of travel to promotional events, meetings, conferences, trade shows and San Manuel properties.
• Endurance sufficient to sit, walk and stand for extended periods, and maintain efficiency throughout the entire work shift and during extended work hours.
• The employee may be exposed to fumes or airborne particles including secondhand smoke.

Reasonable accommodation will be made in compliance with all applicable law.

As one of the largest private employers in the Inland Empire, San Manuel deeply cares about the future, growth and well-being of its employees.