HR Analyst (Compliance and Compensation)

Torch Technologies, Inc.•Huntsville, AL

2d•Onsite

About The Position

Torch Technologies Thank you for your interest in employment with Torch Technologies. We are a 100% employee-owned, Certified Great Place To Work and named Best Places to Work in Huntsville/Madison County, headquartered in Huntsville, AL. Our team provides superior research, development, and engineering services to the Federal Government and Department of War. As one of the nation’s top 100 defense companies, the services we provide directly support the men and women who serve our country. Our corporate mission sums up the pride our employee-owners take in the work we do: “Lighting the Pathway of Freedom”. And, as a Certified Evergreen ESOP, we have made the commitment to grow and sustain our company for the next 100 years! Come grow with us! Torch Technologies is seeking a HR Analyst (Compliance and Compensation) to join our Human Resources Team. The HR Analyst will be responsible for leading compensation analysis and regulatory compliance initiatives within a government contracting environment. This role ensures that all compensation practices, HR programs, and employment processes comply with applicable federal, state, and local laws, as well as government contracting regulations. The HR Analyst will partner closely with the HR Director, Finance, Legal, Contracts, and executive leadership to maintain audit readiness, manage compliance reporting, administer compensation programs, and support government proposal efforts. This position requires deep expertise in compensation theory, regulatory compliance, and HR analytics, along with demonstrated experience supporting audits and government contract requirements. This position reports to the HR Director and partners closely with Finance, Legal, Contracts, and Executive Leadership. As a HR Analyst (Compliance and Compensation) your duties will include the following, but are not limited to:

Requirements

US Citizenship.
Bachelor’s Degree in Human Resources, Business Administration, Finance, or related field required.
7–10 years of progressive HR experience with significant focus on compensation and compliance.
Minimum 5 years of experience supporting audits, regulatory compliance, or government contracting environments.
Demonstrated experience supporting OFCCP audits, DCAA reviews, or federal contractor compliance initiatives strongly preferred.
Experience developing compensation models for contract bids and workforce pricing preferred.
Advanced knowledge of federal and state employment laws and government contractor regulations.
Strong understanding of compensation theory, job evaluation methodologies, salary benchmarking, and pay equity analysis.
Experience with affirmative action planning and federal contractor reporting requirements.
Knowledge of cost allowability and documentation standards in government contracting environments.
High level of discretion in handling confidential compensation and employee data.
Advanced proficiency in Microsoft Excel (pivot tables, advanced formulas, modeling).
Experience with HRIS systems such as Workday and/or Deltek.
Familiarity with compensation analysis tools and compliance reporting software.
Experience generating audit-ready documentation and executive dashboards.
Strategic Analytical Thinking.
Regulatory & Compliance Expertise.
Audit Leadership & Risk Mitigation.
Executive Communication.
Problem Solving & Decision Support.
Ethical Judgment & Confidentiality.
Cross-Functional Collaboration.

Nice To Haves

Master’s degree preferred.

Responsibilities

Compensation Strategy & Analysis: Lead comprehensive compensation analyses, including base pay, incentive programs, geographic differentials, and executive compensation.
Conduct job evaluations and market pricing analyses to ensure internal equity and external competitiveness.
Perform pay equity analyses and proactively identify compensation risks.
Support annual compensation cycles including merit planning, bonus administration, salary adjustments, and promotional increases.
Develop compensation models to support new contract bids, workforce planning, and pricing strategies.
Partner with leadership to define compensation strategies aligned with government contract requirements and business objectives.
Government Compliance & Regulatory Oversight: Interpret and apply federal, state, and local employment laws and regulations, including but not limited to: FLSA. EEO and affirmative action regulations. Pay transparency laws. Service Contract Act (SCA), where applicable. OFCCP requirements for federal contractors.
Ensure compliance with government contracting requirements, including compensation allowability, documentation standards, and reporting obligations.
Prepare and submit required reports such as EEO-1, state pay data reports, VETS-4212, and affirmative action plan (AAP) data.
Maintain audit-ready documentation and ensure proper records retention in accordance with federal contractor standards.
Identify compliance gaps and lead corrective action initiatives.
Audit Leadership & Risk Mitigation: Serve as a key HR lead during internal audits, external audits, DCAA reviews, OFCCP audits, and other government compliance reviews.
Provide data, documentation, and analytical support for government contract RFPs and pricing proposals.
Conduct periodic internal HR compliance reviews to mitigate risk exposure.
Collaborate with Legal and Contracts teams to assess regulatory changes and implement necessary policy updates.
Develop and maintain internal controls related to compensation and HR compliance processes.
HR Data Analytics & Executive Reporting: Extract, analyze, and interpret data from HRIS systems (e.g., Workday, Deltek) to provide insights and executive-level reporting.
Develop dashboards and KPIs related to compensation, compliance, workforce demographics, and audit readiness.
Identify anomalies, trends, and inconsistencies in wage and HR data; present findings and actionable recommendations to leadership.
Provide analytical support for workforce planning and strategic HR initiatives.
Policy Development & Program Governance: Review and enhance HR policies, standard operating procedures, and compensation guidelines to ensure regulatory alignment.
Support development and maintenance of business continuity plans related to HR operations.
Provide guidance to managers on compensation compliance, classification, and regulatory risk considerations.
Support compliance training initiatives related to pay practices and employment regulations.
May require extended hours during audit cycles, annual compensation reviews, or government proposal submissions.