Compensation Analyst II - HR Compensation

Alliant; United States; Remote; USD 65,000 - 90,000; Full time

Benefits offered by this job

Remote work option

Job summary

Alliant is seeking a Compensation Analyst to support the management, development, analysis, design, evaluation, implementation and administration of our compensation programs. You will document and evaluate jobs to determine FLSA classification, complete compensation surveys, and ensure changes comply with current policies.

You will partner with business leaders and cross-functional HR partners to deliver compensation solutions, maintain job data in the HRIS, and support the annual merit and

Qualifications

• Bachelor’s degree or equivalent education/experience in HR or Finance.
• 2+ years administering compensation programs.
• 4+ years experience in HR, Finance, or related area in a mid-to-large organization.
• CCP certification or CCP coursework completed or in progress.

Responsibilities

• Support annual merit and incentive processes with planning, communication and execution.
• Develop and update job descriptions with managers to ensure accurate content.
• Evaluate job responsibilities for correct FLSA classification.
• Conduct compensation analyses and market pricing, auditing internal data for compliance.
• Maintain and audit job descriptions in the HRIS and standard formats.
• Review pay and job-change requests; issue promotion/employment letters.
• Prepare data for compensation surveys and analyze results.
• Provide training and cross-training on compensation procedures.

Skills

FLSA knowledge

compensation analysis

state & federal compliance

MS Office proficiency

writing job descriptions

data auditing

Education

Bachelor’s degree or equivalent

CCP certification or CCP coursework

Tools

Microsoft Office Suite

Job description

SUMMARY

Provide support for the management, development, analysis, design, evaluation, implementation and administration of the company's compensation programs and initiatives. Responsible for the documentation and evaluation of jobs, capturing critical information needed for FLSA classification, completion of compensation surveys, and associated analysis. Ensure requests for job title, pay and classification changes comply with applicable regulations and current compensation policy. Partner closely with business leaders and cross-functional HR partners to facilitate compensation solutions.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Provide a high-level of support for the annual merit and incentive process, and officer slate; including project planning, communication, and execution.
• Work on a variety of complex projects involving analysis, job mapping, project planning, and testing.
• Work with managers to develop and update job descriptions, ensuring job content is appropriately captured.
• Perform evaluation of job responsibilities to determine appropriate FLSA classification.
• Perform regular research and audit of incentive plan eligibility for new hires and job changes, report findings and recommend corrections.
• Perform compensation analyses, market pricing, and audit of internal pay and job data to ensure compliance with state and federal laws.
• Maintain job description tracking, ensure each job has an updated job description and job descriptions are documented in the company’s standardized format.
• Review job and pay change requests, identify potential discrepancies, seek clarification, process approved changes, and prepare corresponding promotion or employment change letters.
• Review and audit compensation reports such as ‘Employment Conditions Audit’ and ‘Upcoming Agreement Dates’ report, ensuring future compensation commitments are documented and processed in a timely manner.
• Perform regular research and audit of incentive plan eligibility for new hires and job changes, report findings and recommend corrections.
• Provide analytical and administrative support for various compensation projects, including responsibilities related to documenting, monitoring, tracking, auditing and coordinating payments from the annual incentive bonus, merit, promotion.
• Develop, maintain and audit job titles, job codes, and other job related attributes in the HRIS.
• Provide overall project support with the compensation administration application; audit internal data, perform testing of configuration and data interface files to ensure data integrity and accuracy.
• Provide training and cross‑training in support of Compensation Function procedures and team support model.
• Maintain job family and career path information by Operations group.
• Stay abreast of and may report on compensation compliance updates, such as state minimum wage increases, and FLSA exemption regulations.
• Compile data for compensation survey submissions.

QUALIFICATIONS

EDUCATION / EXPERIENCE

• Bachelor’s degree or equivalent combination of education and experience
• Two (2) or more years’ experience with administration of compensation programs
• Four (4) or more years overall experience in Human Resources, Finance, or related area within a mid to large size organization
• Experience working with leaders and recruiters to prepare and maintain job descriptions
• Certified Compensation Professional (CCP) or completion of some CCP course work

SKILLS

• Knowledge of the Fair Labor Standards Act (FLSA)
• Knowledge of federal, state and local laws relating to Compensation and HR practices
• Knowledge of salary planning tools and methods, job evaluation techniques, and market salary trends
• Proficient with Microsoft Office Suite: Word, Excel, PowerPoint, etc.; with emphasis on Excel
• Skill in writing and editing job descriptions
• Strong time-management, problem-solving, and organizational skills
• Skill in analyzing and organizing technical data
• Skill in completing assignments accurately and with attention to detail
• Ability to work and thrive in a fast‑paced, dynamic environment with frequent interruptions, distractions, and a fluctuating workload
• Ability to work successfully as a member of a team and independently with moderate supervision
• Ability to process and handle confidential information with discretion
• Ability to communicate effectively in both oral and written form
• Ability to understand and express opposing points of view while maintaining positive working relationships
• Ability to maintain effective interpersonal relationships with employees at all levels of the organization
• Ability to add, subtract, multiply, and divide accurately and quickly

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