Senior Global Compensation, Benefits and HRIS

ATC; Farmington Hills (MI); Sur place; USD 80 000 - 100 000; Plein temps

Résumé du poste

A global company in Farmington Hills, MI, is seeking a Senior Global Compensation, Benefits and HRIS Analyst to support the Vice President of Human Resources. This role will focus on redesigning and coordinating annual compensation cycles, managing HRIS initiatives, and providing analytical support for workforce planning and benefits. With a background in finance or HR, candidates should possess strong analytical and program management skills. The position offers a chance to shape compensation governance across the organization.

Qualifications

• 4–8 years of relevant experience in compensation analysis, HR analytics, or financial/business analysis.
• Experience managing or coordinating annual compensation planning cycles.
• Ability to translate data and analysis into clear insights for leadership decision‑making.

Responsabilités

• Coordinate the end‑to‑end annual compensation cycle.
• Support workforce planning models used in the annual operating plan.
• Provide analytical support for benefits and workers compensation renewal analysis.

Connaissances

Analytical capability

Program management

Excel modeling

Organizational skills

Stakeholder coordination

Formation

Bachelor's degree in business, Finance, Economics, Engineering, Human Resources, Analytics

Outils

ADP

Description du poste

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Senior Global Compensation, Benefits and HRIS

Farmington Hills, MI, US

5 days ago Requisition ID: 1869

Position Overview

The Senior Global Compensation, Benefits and HRIS Analyst supports the Vice President of Human Resources in building the analytical and operational infrastructure for ATC’s global compensation programs and workforce planning processes. The primary focus of the role during the first 12–18 months will be redesigning, standardizing, and coordinating the company’s annual compensation cycle, including merit planning, incentive bonus administration, and compensation eligibility governance. The role combines analytical modeling, disciplined program management, and cross‑functional coordination to ensure compensation processes are executed consistently, on schedule, and with strong governance across the organization. The position will also support benefits planning, HR budgeting, and HRIS management.

Key Responsibilities

Compensation Program Design & Annual Cycle Coordination

• Coordinate the end‑to‑end annual compensation cycle, including merit planning, incentive bonus administration, and compensation review timelines
• Establish and maintain disciplined program management practices for compensation planning, including timelines, milestone tracking, and stakeholder coordination
• Manage the annual compensation cycle calendar and ensure alignment across HR, finance, payroll, and business leaders
• Support redesign and simplification of the company’s merit and incentive compensation processes
• Lead analytical support for the compensation eligibility framework, validating bonus eligibility across global business units
• Support preparation and execution of the annual bonus payout process, including eligibility validation and data coordination
• Develop analytical models and tools to support merit allocation and bonus pool planning
• Track compensation eligibility and bonus accruals across business units
• Prepare executive‑level analysis and presentations supporting compensation decisions
• Document and standardize compensation processes, controls, and governance

Workforce Planning & HR Budget Support

• Support workforce planning models used in the annual operating plan (AOP)
• Track headcount trends, hiring assumptions, and attrition forecasts
• Assist in preparation of HR budgets and labor cost modeling
• Develop dashboards and reporting supporting workforce analytics and planning

Benefits & Insurance Cost Analysis

• Provide analytical support for benefits and workers compensation renewal analysis
• Analyze healthcare and insurance cost trends and develop supporting cost models
• Track HR benefit program spending versus budget
• Support preparation of analysis and presentations related to benefits renewals

HR Data, Reporting & Systems

• Support optimization of HR systems including ADP and related technological solutions. Support the recommendation of a future HRIS Roadmap. Align with key ATC Technology initiatives that are co‑related.
• Conduct inventory of all the HR applications/systems globally.
• Assessment of all applications/systems from a process/functionality and architecture standpoint to understand biggest opportunities to increase efficiency and reduce costs and improve data governance.
• Business case and financial implications of each potential opportunity.
• Program manage the deployment of HRIS initiatives ensuring that approved business case and financial objectives are achieved.

Required Qualifications (Must Have)

• Bachelor’s degree in business, Finance, Economics, Engineering, Human Resources, Analytics, or related field
• 4–8 years of relevant experience in compensation analysis, HR analytics, workforce planning, consulting analytics, or financial/business analysis
• Experience managing, supporting or coordinating annual compensation planning cycles
• Strong program coordination or project management capability
• Advanced Excel modeling and analytical skills
• Ability to translate data and analysis into clear insights for leadership decision‑making
• Strong organizational and stakeholder coordination skills

Preferred Qualifications

• Master’s degree in human resources, Business, Finance, Engineering, Economics.
• Experience supporting compensation program design or governance
• Experience coordinating cross‑functional compensation or HR programs
• Experience working with HR systems such as ADP
• Experience in HR consulting or compensation consulting
• Experience supporting budgeting, financial planning, or workforce planning
• Experience with creating data visualization tools

Candidate Profile

The ideal candidate combines analytical capability with disciplined program management and enjoys coordinating complex cross‑functional initiatives. Successful candidates are typically structured problem solvers, highly organized and detail oriented, comfortable coordinating across HR, finance, and operational leaders, and capable of translating analysis into clear executive‑level insights.

Success in This Role (First 12–18 Months)

• A simplified and standardized merit and bonus planning process
• A clear compensation eligibility governance framework
• A disciplined program management structure for the annual compensation cycle
• Improved workforce planning and HR budgeting models
• Support benefits renewals and presentations to senior m