Senior Compensation Analyst

Wright-Patt Credit Union; Beavercreek (OH); On-site; USD 84,000 - 127,000; Full time

Job summary

Wright-Patt Credit Union seeks a Senior Compensation Analyst in Beavercreek, OH to govern salary bands, variable compensation plans, and incentives. The role includes audits, market valuation, and pay equity analysis to support management decisions.

The successful candidate will manage complex compensation data, deliver timely reports, and lead compensation trainings for leadership. A strong analytical mindset and handling of confidential information are required.

Qualifications

• Bachelor's degree in HR, Finance, or Economics required.
• 5–8 years progressive compensation planning and oversight experience.
• CCP or similar certifications highly preferred.

Responsibilities

• Executes creation, efficacy, profitability, compliance, and audit functions for all variable compensation plans.
• Delivers ad-hoc compensation reporting and recommendations for design and structure.
• Addresses audit and regulatory findings/recommendations in all compensation plans and pay practices.
• Engages with third-party compensation vendor for market valuations and offers analyses.
• Leads triennial compensation project and salary range adjustments.

Skills

HR expertise

Advanced data analysis

Excellent communication

Independent + collaborative

Education

Bachelor's degree in Human Resources, Finance, Economics

Tools

Advanced Excel

Job description

Department Human Resources

Job Location 3560 Pentagon Blvd, Beavercreek, Ohio, United States

Position Type Full-Time/Regular

Work Type Variable

NMLS Required No

Pay Classification Exempt (Salary)

Grade and Compensation Band PG 18: $84,427.20 - $126,568.00 (Annually)

Target Compensation $90,000.00 - $110,000.00

The Senior Compensation Analyst assists the cooperative with governance, oversight, analysis, insight, development, structure, and maintenance of all WPCU salary bands, variable compensation plans, and incentives.

• Executes on creation, efficacy, profitability, compliance, and audit functions for all variable compensation plans. Works with third-party compensation vendor as needed to review design of plans and industry best practices. (20%)
• Delivers ad-hoc compensation reporting (including annual board reporting), analysis, and recommendations for design and structure. (15%)
• Addresses audit and regulatory findings/recommendations in all compensation plans and pay practices. Ensures compensation management practices and SOPs are up-to-date, reflect policy accurately, and are compliant. (15%)
• Engages with third-party compensation vendor to request and analyze market valuation for position pricing as needed and delivers results to internal management; consults HR and management team partner-employees with complex compensation offers and negotiations; assists Director, HR and VP, HR with pay equity and spot bonus request evaluations. (15%)
• Conducts the triennial compensation project, including engagement with internal stakeholders and coordination with third-party compensation vendor. (15%)
• Works with third party compensation vendor to deliver annual recommendations for salary range adjustment and merit pool; collaborates with HR and benefits team members to assess strength of total rewards package offered to partner employees. (5%)
• Researches and executes pay equity, living wage, and similar initiatives, as directed; assists with total rewards statement data gathering and execution. (5%)
• Leads compensation-specific training for management and partner-employees. Provides consultation to managers on compensation topics. (5%)
• Ensures proper policies, procedures, risk mitigation activities, and operating controls are followed. Reports gaps in policies, procedures, and operating controls to leadership to ensure member/partner-employee impact and risk is mitigated. (5%)

Required Skills

• A bachelor's degree in Human Resources, Finance, Economics (or a related, applicable field) required;
• Five (5) to Eight (8) years of progressive experience in compensation planning and oversight required;
• Certified Compensation Professional (CCP) or similar certifications highly preferred;
• Advanced data processing and analytical skills, including complex financial modeling, predictive analysis, and executive presentation design required;
• Advanced Microsoft Excel mastery;
• Excellent verbal and written communication skills, including the ability to make complex subject matter approachable and easy to understand.
• Ability to work independently, interdependently, and as part of a team.
• Demonstrated experience/maturity to handle confidential and sensitive information.
• Possess a positive, service-oriented attitude with excellent follow-through on issues.
• Foresees potential challenges and comes prepared with solutions to solve variety of problems.
• Highly organized with ability to manage multiple priorities in a fast-paced environment.