Compensation Analyst

Rhode Island School of Design•Providence, RI

1d•Hybrid

About The Position

The Compensation Analyst supports the development, implementation, and administration of compensation programs and policies. In partnership with Talent Acquisition and Human Resources Partners, as well as department managers, the Compensation Analyst performs job evaluations and market analysis to establish competitive and equitable salary ranges in alignment with RISD’s compensation philosophy. The Compensation Analyst collaborates with the HRIS Manager to develop and maintain compensation-related structures and business processes.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or an equivalent combination of education and experience is required.
3 to 5 years of experience in compensation administration or Human Resources is required.
Strong analytical and quantitative skills, including the demonstrated ability to complete market research, analyze data, and build cost modeling tools, are required.
Demonstrated understanding and knowledge of pay and pay equity legislation, including the Fair Labor Standards Act.
Experience with Workday.
Strong attention to detail.
Proficiency in Microsoft Office, including intermediate to advanced Excel; experience with other data analysis tools is helpful.
Strong interpersonal and communication skills with the ability to handle sensitive information with professionalism and discretion.

Nice To Haves

Certified Compensation Professional (CCP) designation or progress towards certification is desirable.
Experience with compensation analytic software is desirable.

Responsibilities

Builds and maintains consultative relationships with managers, HR partners, and Talent Acquisition Partners, providing timely and accurate interpretation and guidance regarding compensation policies, processes, practices, plans, legislation, and questions.
Reviews job descriptions to ensure they accurately capture the essential functions and requirements to assign Fair Labor Standards Act (FLSA) classifications and salary grades.
Updates and maintains the job description library for all staff employee positions throughout the college.
Leads the staff job evaluation process.
Identifies and recommends potential areas of process improvement.
Creates and develops documentation, tools, and materials to guide managers and HR Partners through the job evaluation process, providing relevant information on compensation-related legislation to promote informed decision-making.
Conducts market research and analyzes survey data to develop competitive and equitable compensation ranges for each position in alignment with RISD’s compensation philosophy and pay equity legislation.
Builds dashboards and reports to track compensation spending.
Creates clear, visually polished, and analytically sound data summaries.
Manages the annual survey submission process.
Proactively identify gaps in survey data sources relevant to RISD’s positions and recommend additional data sources as appropriate.
Researches employee compensation in similar industries and recommends changes or updates to RISD’s existing compensation practices, policies, and programs.
Provides compensation support to meet contractual obligations outlined in collective bargaining agreements.
Manages union compensation processes and pay programs in Workday.
Supports employee bargaining unit negotiations as requested.
Maintains predictive models as needed throughout the bargaining process as needed.
Acts as the Compensation subject matter expert for Workday.
Reviews and approves Compensation transactions.
Partners with HRIS to develop and maintain business processes that drive operational efficiencies.
Audits compensation transactions and data to ensure data integrity.
Identifies issues, collaborates with HRIS and relevant partners to develop potential solutions, tests, and implements resolutions as necessary.
Performs other related duties as assigned.