Compensation Analyst 4

NuScale Power•Houston, TX

About The Position

POSTION SUMMARY: The Compensation Analyst provides guidance, analysis, and consultation on all compensation-related matters. This role is responsible for leading complex compensation projects, ensuring compliance with federal and state regulations, evaluating market competitiveness, managing compensation structures, and advising HR and business leaders. The position requires advanced analytical capability, independent judgment, and the ability to influence decision-making through data-driven recommendations. ESSENTIAL DUTIES AND RESPONSIBILITIES: Serve as the subject matter expert for compensation programs, policies, and practices, advising HR partners and business leaders on job evaluations, pay decisions, salary structures, and compensation strategy. Lead the annual compensation cycle, including merit, market adjustments, promotions, and bonus calculations. Develop project plans and ensure timely and accurate execution. Provide data gathering, benchmarking, and material preparation to support executive compensation processes and senior leadership needs. Experience in preparing data for SEC filings (Proxy, etc.) Conduct complex market analyses, benchmarking studies, and internal equity reviews using compensation survey data and best ‑ practice methodologies. Manage the job architecture framework, including job leveling, job descriptions, and market pricing, ensuring consistency and governance. Develop and maintain compensation tools, models, and dashboards. Analyze compensation data to identify trends, risks, and recommendations for improvement. Evaluate and model financial impacts of proposed pay changes, program redesigns, and organizational restructuring. Present findings to HR leadership. Partner closely with HR Business Partners to provide guidance on compensation matters related to talent acquisition, retention, and internal mobility. Ensure compliance with all federal and state wage and hour laws, pay transparency requirements, and regulatory reporting obligations. Lead or support compensation audits, internal controls reviews, and compensation-related components of internal or external audits. Maintain up ‑ to ‑ date knowledge of compensation trends, legislative updates, and industry best practices, advising leadership on required changes. Lead data integrations for new software implementations, ensuring accurate data mapping, migration, and system readiness. Develop and maintain compensation procedures, guidelines and documentation. May also be assigned responsibilities related to HRIS/HCM implementations, as well as assisting with benefits administration and other general HR duties. Perform other duties as assigned. CORE COMPETENCIES: To perform the job successfully, the individual should demonstrate competencies in performing the essential functions of this position by performing satisfactorily in each of these competencies. Problem Solving: Applies advanced analytical skills to complex compensation issues; evaluates multiple data sources to determine appropriate recommendations. Oral/Written Communication: Communicates clearly and professionally; able to articulate compensation concepts to non ‑ technical audiences; prepares accurate and concise reports. Planning/Organizing: Manages multiple projects and deadlines; organizes work effectively and ensures timely delivery of compensation cycles and deliverables. Adaptability: Adjusts approach to meet shifting regulatory requirements, priorities, and business needs; manages competing demands and unexpected changes. Dependability: Meets commitments, adheres to timelines, and delivers high ‑ quality analytical work with attention to detail. Team Building: Develops strong cross ‑ functional partnerships; collaborates effectively with HR, Finance, and business leaders. Safety Culture: Adheres to organizational safety expectations and models safe behavior. Quality Assurance: Commits to accuracy, documentation, and compliance with relevant regulatory standards.

Requirements

B.S. degree in Human Resources, Business Administration, Finance, Economics, or related discipline required.
Minimum 8 years of progressively responsible compensation experience in a corporate HR environment, including strong knowledge of compensation theory, job evaluation, market pricing, pay structures, and compensation systems is required.
Advanced Excel skills required.
Eligible to work under Department of Energy 10 CFR Part 810.

Nice To Haves

Advanced degree preferred.
CCP (Certified Compensation Professional) or related certification strongly preferred.
Public company experience preferred.

Responsibilities

Serve as the subject matter expert for compensation programs, policies, and practices, advising HR partners and business leaders on job evaluations, pay decisions, salary structures, and compensation strategy.
Lead the annual compensation cycle, including merit, market adjustments, promotions, and bonus calculations.
Develop project plans and ensure timely and accurate execution.
Provide data gathering, benchmarking, and material preparation to support executive compensation processes and senior leadership needs.
Experience in preparing data for SEC filings (Proxy, etc.)
Conduct complex market analyses, benchmarking studies, and internal equity reviews using compensation survey data and best ‑ practice methodologies.
Manage the job architecture framework, including job leveling, job descriptions, and market pricing, ensuring consistency and governance.
Develop and maintain compensation tools, models, and dashboards.
Analyze compensation data to identify trends, risks, and recommendations for improvement.
Evaluate and model financial impacts of proposed pay changes, program redesigns, and organizational restructuring.
Present findings to HR leadership.
Partner closely with HR Business Partners to provide guidance on compensation matters related to talent acquisition, retention, and internal mobility.
Ensure compliance with all federal and state wage and hour laws, pay transparency requirements, and regulatory reporting obligations.
Lead or support compensation audits, internal controls reviews, and compensation-related components of internal or external audits.
Maintain up ‑ to ‑ date knowledge of compensation trends, legislative updates, and industry best practices, advising leadership on required changes.
Lead data integrations for new software implementations, ensuring accurate data mapping, migration, and system readiness.
Develop and maintain compensation procedures, guidelines and documentation.
May also be assigned responsibilities related to HRIS/HCM implementations, as well as assisting with benefits administration and other general HR duties.
Perform other duties as assigned.