Compensation Analyst

Michaels Stores•Irving, TX

1d•Onsite

About The Position

The Compensation Analyst is responsible for analyzing, maintaining, and processing core compensation program elements in support of company initiatives and organizational needs. The Analyst is accountable for competitive market analysis and survey submissions, supporting fair pay practices, program administration, and the clear communication of compensation programs. This role assists in various elements of plan design to ensure external competitiveness and internal equity as we partner to attract, engage, and retain outstanding talent. The ideal candidate is an analytical-minded self-starter who is eager to dive right in and make an immediate impact on the Global Total Rewards and Compensation team.

Requirements

BS, BA, or graduate degree in business (or a related field), or equivalent work experience.
Proficient in Excel
2-4 years of related Compensation experience in HR, with a working knowledge of a wide range of HR practices—preferably within a Compensation or highly analytical environment.
High degree of accuracy, confidentiality, and timeliness when managing assigned projects.
Demonstrated ability to work independently, manage competing priorities, and assume personal responsibility for deliverables.
Proficiency in Microsoft Excel for data modeling and analysis.

Nice To Haves

Certified Compensation Professional (CCP) designation is a plus.
Working knowledge of Workday and Payfactors.
Previous retail industry experience is preferred.
Previous retail experience is a plus.

Responsibilities

Conduct job analysis, evaluation, salary administration, and FLSA assessments to determine appropriate salary grades, ranges, and pricing based on internal and external equity.
Complete survey submissions for annual and ad hoc market surveys, and utilize results for salary planning, salary structures, and job evaluations.
Own the monitoring, tracking, and implementation of federal, state/provincial, and local minimum wage changes to ensure continuous organizational compliance across all locations.
Partner closely with Talent Acquisition and HR Business Partners to review, analyze, and provide competitive, equitable compensation recommendations for Retail Store offers.
Conduct internal peer equity audits to identify potential pay disparities, ensure consistent pay practices, and support internal equity. Perform various weekly compensation audits to ensure operational compliance.
Assist in the maintenance of compensation-related data—including job profiles, salary structures, incentive plans, reporting, and validation—in Workday and other internal systems of record.
Generate ad-hoc reports and analytics as requested, including average pay performance, minimum wage impacts, compression analysis, and compensation change reports.
Assist with variable pay programs such as, but not limited to, Bonus, Merit, and Commission plans.