Advanced Compensation Analyst

Light & Wonder

1d•$115,000 - $130,000

About The Position

Corporate: Light & Wonder’s corporate team is comprised of incredible talent that works across the enterprise, defying boundaries to provide essential services in an extraordinary manner to ensure the success of the organization and the well-being of employees. Position Summary The Global Compensation Manager position focuses on governance and best practices to ensure the company has competitive and cost-effective compensation policies and practices that are compliant with respective regulations. This role acts as a PMO for various Global projects, oversees systems, and technology requirements and testing, performs various analysis, implementation and administration for the different areas of global compensation including Annual Compensation Planning for Base Pay, Cash incentives, and Equity Incentives. Acts as a backup for Equity and Executive Compensation programs to Compensation Manager in Equity and Executive space.

Requirements

7-8 years of compensation experience with salary and cash / equity incentives.
2-3 years in a publicly traded company a plus.
Global Acumen: experience supporting or leading equity programs across a global employee base and leading platform transitions involving international teams.
A Bachelor's degree in finance, accounting, or a related field is preferrable but not required.
Proficiency in WorkDay and strong Microsoft Excel skills (VLOOKUPs, pivot tables, etc.) are essential.
Understanding the differences between platforms that are full brokerage vs. only equity administration and the processes required for shareholders to trade.
Knowledge: Comprehensive knowledge of Workday, Advanced Comp Modules, Equity Systems, and a strong understanding of U.S. federal and state taxation, global tax considerations, and accounting rules related to equity compensation.
Excellent attention to detail, strong analytical and organizational skills, the ability to manage confidential information, and effective communication skills are critical.

Nice To Haves

A Certified Equity Professional (CEP) designation is highly valued or preferred.
Experience with AUS-based Computershare/EquatePlus is a big advantage but not required.

Responsibilities

Consult with business client groups to support People Plans enabling delivery of business plans.
Ensure strong partnerships with finance teams and partnership with legal teams to ensure delivery of compliant policies and programs and regulatory requirements.
Oversee the annual Rewards cycle globally as PMO from beginning to end including documentation of all requirements, completion of testing and project management with multiple stakeholders.
Manages as a PMO and participant in all compensation projects across the company and for various client groups and plans.
Contributes to the maintenance and development of the Global Career Framework/Job Architecture strategy, platform and project plans to maintain the global platforms and refinement needed for alignment to market conditions and internal organization needs.
Audits jobs for content and prepares job descriptions reflecting job responsibilities, activities, duties and requirements, assigns EEO classifications.
Supports in the participation of compensation surveys to collect and analyze competitive salary information to determine company's competitive base pay ranges, annual incentive targets and/or sales compensation targets, assesses competitiveness of Targeted Total Cash and Direct Compensation levels across client groups and countries.
Reviews proposed salary adjustments for conformance to established guidelines, policies and practices. Recommends corrective or alternative actions to resolve compensation-related problems.
Provides base pay solutions, tools and analysis to monitor competitiveness with local markets, assessment of pay relative to performance and equitable pay practices.
Reviews requests for new or revised classifications to determine appropriate salary grade assignment.
Formulates recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures.
Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action.
May be responsible for incentive, stock option, and bonus plan input on design and administration of programs to attract and retain employees.
May prepare special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation or equity compensation.
Maintains a working knowledge of US federal and state legislation and labor contracts that may affect compensation policies.
Back-up for all Equity systems, processes and administrative steps.
Conducts peer reviews for all compensation functional areas in partnership with peers to ensure quality practices and accurate pay.