Compensation Analyst II

UFG Insurance•,

2d•$71,000 - $94,000

About The Position

UFG is seeking a Compensation Analyst II to support the development and administration of the organization’s pay programs, ensuring they are competitive, equitable, and aligned with business strategy. The role researches, analyzes, and manages salary structures, incentive plans, and equity programs, partnering with HR, Finance, leadership, and external consultants to maintain internal consistency and market competitiveness. The position may be full-time in a UFG facility, hybrid between office and home, or fully remote. The work environment is a general office environment.

Requirements

Bachelor’s degree in an appropriate discipline; Human Resources, Accounting, or Finance preferred.
At least 3 years of experience in a compensation analysis role within the insurance industry.
Experience working in the compensation function at a large property and casualty insurance carrier with 1,000 or more employees.
Knowledge of compensation best practices and theories.
Knowledge of compliance and regulations, including FLSA and EEOC.
Demonstrated ability to manage workflow and organize records.
Excellent written and verbal communication skills, including presentation skills.
Professional demeanor and ability to maintain confidentiality.
Strong Microsoft Office skills, including Excel.
Ability to build and maintain positive relationships with management, peers, and external vendors.
Ability to work proactively and independently as well as within a team.
Strong analytical and problem-solving skills.

Nice To Haves

Certified Compensation Professional (CCP) certification or working toward certification.
Experience with a variety of compensation and HR software products.

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 preparing analyses, reports, 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 the efficiency, accuracy, and governance of compensation programs.
Act as project lead and point of contact with 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 initiatives and projects.