Compensation Analyst

Mid-America Apartments•Memphis, TN

8h•Onsite

About The Position

The Compensation Analyst reports to compensation team management to coordinate and execute analytical projects for human resources with a focus on compensation and related total rewards programs. Primary responsibilities include research and analysis of HR programs and data; the design and generation of standard and custom reports, metrics, and dashboards to generate insights and recommendations; collaboration as an internal consultant on a broad range of cross-functional HR projects.

Requirements

Bachelor’s degree and 2 to 4 years of experience in quantitative and qualitative analysis of human resources programs with a focus on compensation or related area required, or an equivalent combination of education and experience
Project management experience required
Quantitative and qualitative analytical skills applicable to large data sets
Knowledge of human resource principles and practices, especially base and incentive compensation
Knowledge of all employment laws and regulations, especially governing wage and hour practices (e.g., FLSA, EEO, FMLA)
Knowledge and skill to design reports, summarize and interpret data, draw conclusions, and prepare recommendations
Intellectual curiosity and research skills applied to the field of human resources
Business and financial acumen, including general financial concepts and modeling
Effective written and verbal communication skills, including public speaking
Applied critical thinking, analytical, and problem-solving skills
Knowledge and skills to manage projects, organize, prioritize, and meet deadlines
Process management skills, including mapping and streamlining processes
Organizational skills to coordinate multiple projects, goals, and objectives
Attention to detail and accuracy and data integrity
Flexibility and adaptability to change as well as a tolerance for ambiguity
Systems thinking and technological savvy to learn HR applications (e.g., Workday)
Proficiency with Microsoft Office applications (Word, Excel, Outlook, and PowerPoint)
Initiative and self-direction as well as the ability to collaborate as part of a team
Ability to maintain confidentiality and maintain appropriate discretion

Nice To Haves

Corporate compensation and/or consulting experience strongly preferred
Experience with incentive compensation and/or sales performance management systems strongly preferred
Experience with Workday human capital management system strongly preferred
Certification in human resources or related field preferred (e.g., SHRM-SCP/CP, SPHR/PHR, CCP)

Responsibilities

Analyzes internal and external pay equity and provides consultative guidance and recommendations for internally equitable and market competitive offers and pay adjustments based on compensable factors (e.g., documented qualifications, location, job level).
Prepares, facilitates, and administers regular and ad-hoc bonus and incentive plans and programs.
Analyzes and contributes to the evaluation of total reward programs, including bonus and commission incentive plans, pay differentials, and other recognition and rewards.
Researches and analyzes market data to benchmark best practices and competitive positioning.
Identifies and prioritizes recommendations to improve and maintain market competitiveness.
Facilitates the configuration, maintenance, and administration of job descriptions, competencies, and performance management systems and processes to enable effective recruitment, retention, and pay for performance.
Contributes subject matter expertise and consultative guidance to internal customers and cross-functional projects within HR and the company.
Develops and prepares high quality analyses, reporting, and presentations.
Gathers and documents business requirements and identifies potential solutions and recommendations.
Designs and generates standard and ad-hoc reports to analyze and provide insights and interpretation to enhance decision making and problem solving.
Maintains and enforces data integrity, accuracy, and confidentiality of all human resources data.
Audits data and processes to ensure data integrity and quality.
Participates in the continuous development, adoption, testing and maintenance of HR processes and systems.
Documents and maintains standard operating procedures and workflows for select HR functions and business processes.
Monitors current and emerging HR trends and practices to continually develop professional competencies and HR programs.
Maintains awareness of federal, state, and local wage and hour and other employment-related laws and regulations (e.g., Fair Labor Standards Act, EEO).
Supports compliance with federal, state, and local employment-related laws and regulations with reporting and by researching best practices and implementing process enhancements to improve efficiency and effectiveness.
Performs other related duties as assigned to meet the needs of the business.