Compensation Analyst

Goldbelt•,

1d•$85,250 - $104,200•Hybrid

About The Position

Goldbelt Incorporated is an Alaska Native Corporation (ANC) headquartered in Juneau, Alaska, whose mission is to make a significant and positive difference in the lives of more than 4,200 Alaska Native shareholders. Alaska Native Corporations hold a distinct purpose and share a familiar creation story born in an act of Congress in 1971. Join a fast-growing “forever” company that manages over 30 subsidiaries and provides centers of excellence in a shared service center model based out of Herndon, Virginia. At Goldbelt, we place a strong emphasis on recognizing and rewarding the dedication and hard work of our team members in pursuit of our company's mission. We are a team focused on gold standard customer service and professional growth with competitive benefits and profit-sharing plans and help support a business model that gives back to the community of shareholders. Summary: The Compensation Analyst is responsible for supporting the design, administration, analysis, and continuous improvement of the organization's compensation programs. This position develops, audits, and maintains job descriptions, supports job architecture and position classification initiatives, conducts market pricing and compensation analyses, and helps ensure compliance with applicable federal and state regulations. The Compensation Analyst partners with Human Resources, Talent Acquisition, and business leaders to ensure positions are accurately classified, competitively compensated, and aligned with the organization's compensation philosophy and career framework.

Requirements

Strong knowledge of compensation principles, job evaluation methodologies, and market pricing techniques
Knowledge of job architecture frameworks, career leveling methodologies, and position classification practices
Ability to prioritize tasks, manage multiple projects, and meet deadlines
Possesses attention to detail and effective problem-solving skills
Must have the ability to communicate effectively and diplomatically, both verbally and in writing, with co-workers and with outside agencies, partners, shareholders, and business associates
Strong cultural awareness and sensitivity, with the ability to adapt messages and strategies for diverse audiences
Basic understanding of relevant software, tools, and systems used in the corporate environment. This includes proficiency in standard software applications, including Windows and MS Office Suite
Advanced proficiency in Microsoft Excel, including VLOOKUP/XLOOKUP, formulas, and data analysis
Demostrated expercience with statical analysis and compensation modeling (e.g. regression, market analysis, pay equity)
Ability to work effectively in both remote and in-person environments
Bachelor’s degree in a related field OR equivalent combination of education and work experience
Minimum 3-5 years of progressively responsible Human Resources experience with emphasis in compensation, data analytics, job classification, or job architecture
Experience working with compensation surveys and salary benchmarking tools such as ERI, Radford, Mercer, Salary.com, or similar resources
Experience maintaining HRIS, ATS, and compensation-related data with a high degree of accuracy
Experience drafting and maintaining job descriptions and conducting position evaluations
Experience administering compensation programs and conducting market pricing analyses

Nice To Haves

Certified Compensation Professional (CCP), SHRM Certified Professional (SHRM-CP), (SHRM-SCP) or HRCI Professional of Human Resources (PHR) or (SPHR) certification or progress toward certification is preferred
Experience with HRIS and Applicant Tracking Systems
Previous experience working with Alaska Native Corporations (ANCs)
Previous government contracting experience

Responsibilities

Draft, edit, and maintain accurate, compliant, and market-aligned job descriptions for new and existing positions across all business units
Partner with HR, Talent Acquisition, and hiring managers to gather job information and develop well-written job descriptions that accurately reflect duties, responsibilities, and qualifications
Conduct job evaluations and position classification reviews using established job architecture, compensation philosophy, and internal leveling guidelines
Maintain and administer the organization's job architecture, including job families, career levels, job codes, and position hierarchy
Analyze internal equity and external market data to develop compensation recommendations for new positions, promotions, transfers, and organizational changes
Perform market pricing using salary survey data, compensation databases, and benchmarking tools (e.g., ERI, Radford, or similar)
Evaluate positions for appropriate FLSA status, EEO classification, workers' compensation coding, and organizational alignment
Support the development, maintenance, and administration of salary structures, pay grades, and compensation guidelines
Maintain the organization's master job library, compensation databases, job catalog, and related HRIS records to ensure data accuracy and consistency
Review and approve job descriptions within the Applicant Tracking System (ATS) iCIMS for formatting, classification, and compensation accuracy prior to posting
Participate in compensation surveys by collecting, validating, and submitting compensation data and analyzing survey results
Assist with annual compensation planning activities, including merit increases, market adjustments, and salary structure updates
Develop and maintain compensation policies, procedures, job description standards, and documentation
Provide guidance to HR staff and managers regarding compensation practices, job architecture, classification standards, and pay administration
Support compensation-related projects, organizational restructures, acquisitions, and HR initiatives
Perform other duties as assigned