Compensation Analyst II

UFG Insurance•,

7d•$71,000 - $94,000•Hybrid

About The Position

UFG is currently seeking a Compensation Analyst II who will support the development and administration of the organization’s pay programs to ensure they are competitive, equitable, and aligned with business strategy. This role is responsible for researching, analyzing, and managing salary structures, incentive plans, and equity programs. The analyst partners closely with HR, finance, leadership, and external consultants to maintain internal consistency and market competitiveness.

Requirements

Bachelor’s Degree in appropriate discipline, preferably in Human Resources, Accounting or Finance
3+ years of experience in a compensation analysis role within the insurance industry.
Knowledgeable in a variety of compensation best practices and theories
Knowledge of compliance and other regulations (FLSA, EEOC)
Demonstrated ability to manage workflow and organize records
Excellent written and verbal communication skills; presentation skills
Demonstrated professional demeanor with the ability to maintain confidentiality
Strong with Microsoft Office suite of products including but not limited to Excel.
Ability to build and maintain positive relationships with management, peers, as well as external vendors
Ability to be proactive and work independently as well as within a team
Strong analytical and problem-solving skills

Nice To Haves

Certified Compensation Professional (CCP) or working towards certification preferred
Experience working in the compensation function at a large property & casualty insurance carrier strongly preferred. (1,000+ employees)
Experience with a variety of compensation and HR software products preferred.

Responsibilities

Conduct job evaluations and market pricing to ensure positions are competitively aligned and internally equitable.
Administer and maintain salary structures, pay ranges, and compensation guidelines based on market data and organizational strategy.
Perform compensation analyses to support hiring, promotions, transfers, reorganizations, and retention recommendations.
Support the design, administration, and annual execution of merit, incentive, and variable pay programs.
Participate in annual compensation planning, salary budgeting, and market review activities.
Administer executive compensation programs, including preparation of analyses, reporting, and governance documentation.
Administer equity compensation, including grants, vesting schedules, transactions, reporting, and employee communications.
Ensure compliance with federal, state, and local compensation regulations, including pay transparency and equal pay requirements.
Partner with HR Business Partners, Talent Acquisition, Finance, Payroll, and business leaders to provide compensation guidance and consultation.
Participate in compensation surveys and benchmark studies to evaluate market competitiveness and emerging compensation trends.
Recommend process improvements that enhance efficiency, accuracy, and governance of compensation programs.
Act as project lead and POC with various compensation vendor partners.
Support continuous improvement efforts in compensation operations and systems and assist in developing and delivering training and resources for HR partners.
Monitor FLSA and EEOC compliance and advise on appropriate action.
Assist with other compensation related initiative & projects.