Compensation & Workforce Strategy Specialist

Monarch•Albemarle, NC

12h•Remote

About The Position

The Compensation and Workforce Strategy Specialist completes employee record data entry, auditing, bonus processing, job description maintenance, and position control management responsibilities. All work completed by the Position Control Specialist must be completed accurately, on a timely basis, and per applicable guidelines with a high degree of confidentiality. This individual actively participates in outstanding customer service and accepts responsibility in maintaining a high level of customer service with the field. This individual works closely with the Vice President of Compensation & Workforce Strategy to benchmark and maintain integrity of compensation data and salary scales. This individual will also complete reporting and services related to Employee Engagement activities, including but not limited to surveys, turnover reporting, regular check-ins with new employees...etc.

Requirements

Associates (Required)
Experience managing position control processes, including position creation and maintenance, workforce planning, headcount tracking, job descriptions/job profiles, and budget alignment within an HRIS or workforce management system | 2 years | Required
Intermediate-level Microsoft Excel experience, including the use of formulas, pivot tables, data sorting/filtering, and basic data analysis | Required
Professional experience administering compensation programs, including salary benchmarking, quote development, market pricing, salary structure development, and compensation analysis | 1 year | Required
Professional experience performing accurate data entry and maintaining records in HRIS, databases, or other business systems | 3 years | Required
Professional HR experience that includes working with employee records, employment status classifications, FTE management, job classifications, and workforce data | 3 years | Required

Nice To Haves

Workday Experience | Not Required
Intermediate proficiency in Microsoft Excel, including formulas, pivot tables, data validation, and reporting.
Strong attention to detail with the ability to maintain accurate records and identify data discrepancies.
Experience with data entry, data auditing, and data integrity practices.
Knowledge of HR concepts, including employment status classifications, FTE management, position management, and organizational structures.
Experience maintaining position control data, position records, job descriptions, and job profiles.
Knowledge of compensation administration, including salary benchmarking, pay range structures, job evaluations, market pricing, and compensation analysis.
Ability to analyze workforce, position, and compensation data and prepare reports for leadership.
Strong organizational and time management skills with the ability to manage multiple priorities and deadlines.
Effective written and verbal communication skills.
Ability to maintain confidentiality and handle sensitive employee information.
Proficiency with HRIS, ERP, or workforce management systems.
Experience with Workday Position Management and/or Position Control.
Experience supporting workforce planning, headcount management, and budgeting processes.
Experience with Power Automate, SharePoint, Power BI, or other reporting and workflow tools.
Experience supporting employee engagement surveys and workforce analytics initiatives.
Knowledge of HR compliance and employment practices.

Responsibilities

Enters all internal employee record data to Workday submitted by the field on Position Control Forms.
Creates and maintains all Job Requisitions and Positions in Workday.
Process personnel action forms and ensure proper approvals.
Keep employee records up to date by processing job changes within the Core HCM functional area.
Manages position creation/movement/deletion/change through Workday.
Advises management of appropriate position movement to achieve placement goals.
Creates, maintains, updates, and audits job requisitions, including but not limited to Job Profile, qualifications, Recruiter assignments, training requirements, candidate questionnaires, and other applicable data.
Assists with audits of personnel and training files in compliance with applicable legal requirements.
Audits Employee Change Forms against current employee record and associated requisitions and guidelines for accuracy and completeness.
Inputs employee record and position changes.
Oversee and implement salary assignment, salary adjustments, bonus approvals, and compensation proposals.
Completes all work accurately, on a timely basis and per applicable guidelines.
Appropriately communicates directly with Managers in the field, Payroll, Benefits, HR, Talent Acquisition, the HRIS team, and others as required.
Also appropriately communicates with leadership, management, and supervisory staff as requested and/or required.
Maintains and updates job descriptions, including but not limited to compensation grades, qualifications, work experience, training requirements, duties, summary, and compliance codes.
Assists in the development, writing, editing, and modification of operating policies, guidelines, and procedures, as appropriate.
Ensure the accurate and timely processing and maintenance of compensation records to meet payroll deadlines.
Completes a variety of data entry functions, assisting Human Resources, the Workday team, and Talent Acquisition as needed.
Supports Vice President of Compensation & Workforce Strategy with special projects as requested.
Establish regular check-ins with new employees at 30, 60, 90, and 120 days to support their integration and address any concerns.
Develop, maintain, and monitor turnover reports at the organizational, departmental, and managerial levels.
Partner with management to plan employee engagement initiatives, recognition programs, and events that promote a positive and inclusive workplace culture.
Conduct and analyze retention interviews with both new and existing employees, providing insights and recommendations for improvement.
Evaluate the effectiveness of employee engagement programs using metrics.
Maintain trainings as required and requested.
Demonstrate knowledge of emergency procedures and assist in crisis situations.
Demonstrate knowledge of and comply with all agency policies and procedures.
Complete all other relevant responsibilities assigned by the supervisor.