HR Analyst – Compensation

Michels Corporation; Green Bay, Madison, Houston (WI, WI, TX); On-site; USD 65,000 - 90,000; Full time

Benefits offered by this job

Health benefits

Dental insurance

Life insurance

Flexible Spending Account (FSA)

Health Savings Account (HSA)

401(k) plan

Identity Theft Monitoring

Job summary

Michels Corporation is seeking an HR Analyst - Compensation to analyze, develop, and administer our compensation programs. The role focuses on market research, job evaluation, and recommending salary structures that align with company objectives.

The successful candidate will work in a fast-paced environment, collaborate with cross-functional teams, and contribute to competitive, legally compliant pay practices. This role supports ongoing workforce planning and benefits alignment.

Qualifications

• Bachelor’s degree in related field, and three years of HR and/or compensation experience, or an equivalent combination.
• Proficient in Microsoft Office suite, specifically Excel.
• CCP (Certified Compensation Professional) or CCA (Certified Compensation Analyst) certification (desired).
• Must possess a valid driver license for the type(s) of vehicles which may be driven and an acceptable driving record as determined by the Michels Review Team (desired).

Responsibilities

• Analyze, develop, and administer the organization's compensation programs to ensure competitive, fair, and legally compliant compensation practices.
• Conduct market research, evaluate job positions, and recommend salary structures that align with the company’s objectives.

Skills

Excel

Education

Bachelor’s degree in related field

CCP or CCA certification

Tools

Microsoft Office

Job description

Green Bay, WI ; Houston, TX ; Madison, WI

Improving America’s infrastructure isn’t for the weak. It takes grit, determination and hard work to execute high impact projects. Michels Corporation engages 8,000 people and 18,000 pieces of heavy equipment in our insatiable drive to be the best. Our work improves lives. Find out how a career as an HR Analyst - Compensation can change yours.

As an HR Analyst - Compensation you are responsible for analyzing, developing, and administering the organization's compensation programs to ensure competitive, fair, and legally compliant compensation practices. This role involves conducting market research, evaluating job positions, and recommending salary structures that align with the company’s objectives.

• We are consistently ranked among the top 10% of Engineering News-Record’s Top 400 Contractors
• Our steady, strategic growth revolves around a commitment to quality
• We are family owned and operated
• We invest an average of $5,000 per employee on training each year
• We reward hard work and dedication with limitless opportunities
• We believe it is everyone’s responsibility to promote safety, regardless of job titles.
• We offer a comprehensive benefits program, including Health, Dental, Life, Flexible Spending Accounts, Health Savings Account, Short Term and Long-Term Disability Insurance, 401(k) plan, Legal Plan, and Identity Theft and Monitoring Plan. Depending on your positions and location you may participate in a different benefit plan.

Why you?

• You thrive in fast-paced environments under tight deadlines
• You relish new challenges and evolving technology
• You enjoy collaborating and communicating with your teammates
• You like to know your efforts are noticed and appreciated
• You look forward to high-level responsibility opportunities.

What it takes:

• Bachelor’s degree in related field, and three years of HR and/or compensation experience, or an equivalent combination
• Proficient in Microsoft Office suite, specifically Excel
• CCP (Certified Compensation Professional) or CCA (Certified Compensation Analyst) certification (desired)
• Must possess a valid driver license for the type(s) of vehicles which may be driven and an acceptable driving record as determined by the Michels Review Team (desired)

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in Michels Corporation’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A \"disabled veteran\" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A \"recently separated veteran\" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An \"active duty wartime or campaign badge veteran\" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An \"Armed forces service medal veteran\" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.