Compensation Analyst

Penske•Reading, PA

184d

About The Position

The Compensation Analyst will provide analytical support to the compensation group in the areas of salary administration, pay equity review and analysis, and wage and market data. This position will administer one or more compensation initiatives/projects to include: Compensation systems, Bonus Administration, pay audits/analysis, survey administration, and general payroll reporting activities. Additionally this position will provide guidance to managers on compensation policies and practices to ensure compliance and provide system support to end users when necessary. Penske Truck Leasing/Transportation Solutions is a premier global transportation provider that delivers essential and innovative transportation, logistics and technology services to help companies and people move forward. With headquarters in Reading, PA, Penske and its associates are driven by a dedication to excellence and a commitment to customer success. Visit Go Penske to learn more.

Responsibilities

Review and approve salary change assignments. Review should include transaction was entered correctly and any salary change maintains pay equity compliance. Approvals may require escalation to Sr. Comp Analyst and/or Director.
Other projects as assigned
Provide support to Sr. Compensation Analysts to research and review and correct system errors. Partner with HRIS to troubleshoot and fix known issues. This includes testing of systems to ensure corrections are in place.
Create and deliver training material for HR and Managers to educate them on compensation systems.
Research and complete market data inquiries from HR Business Partners. Ensure that vendor data base (ERI) is updated and the geographic differential information that is provided is correct and current.
Complete job matching in survey database (MarketPay) to make certain that internal positions are matched to the appropriate external benchmark position.
Support Sr. Comp Analysts, if applicable, during job evaluation process by providing applicable market pricing information.
Complete annual and ad-hoc pay audits to ensure pay equity and internal equity of associates.
Escalate any identified issues and partner with appropriate analyst to review and resolve. This includes but not limited to: Maintenance Supervisor pay compression, under min/over max audit, and missed merit audits.
Update and maintain department dashboards to track activity levels of PDQ reviews, change assignments, market data requests, draws, and pay exceptions. Dashboards are to be completed on a quarterly and annual basis.
Partner with HRIS to leverage Qlik technology when possible.