HR Compensation Analyst

National Oak Brand•Lakeland, FL

2d•Onsite

About The Position

National Oak Distributors is seeking a HR Compensation Analyst to join our Human Resources team in a fully in-office role based in West Palm Beach or Lakeland, Florida . This position supports a fast-growing, operationally driven organization where compensation, job structure, and pay programs must be market-aligned, FLSA-compliant, and consistently administered across the organization. This is a hands-on role requiring close partnership with Recruiting, HR leadership, and Finance. The successful candidate will audit and standardize job descriptions, administer wage bands and commission programs, and produce employee compensation statements , while learning and understanding the nature of the business and how roles are performed.

Requirements

5-7 years of experience in compensation, HR analytics, or a related HR role
Demonstrated experience auditing and creating job descriptions
Experience producing and maintaining employee compensation statements
Experience supporting commission-based compensation programs
Strong understanding of FLSA and wage/hour fundamentals
Advanced Excel skills (Crystal Reporting and Power BI); HRIS experience required ( UKG/UltiPro preferred )
Bachelor’s degree in HR, Business, Finance, Analytics, or related field preferred
Fully in-office position (5 days per week)
Based in West Palm Beach, FL or Lakeland, FL
Minimal travel; only as needed
Lean, hands-on environment with high accountability
Must be willing to learn and understand how jobs are performed in practice to support accurate job descriptions and compensation administration

Nice To Haves

Prior experience in a distribution, manufacturing, logistics, wholesale, or similarly narrow-margin industry strongly preferred
CCP coursework or progress toward certification is a plus

Responsibilities

Job Description Audit & Standardization
Audit all existing job descriptions for accuracy, consistency, and compliance.
Partner with the Recruiter and HR leadership to create and maintain standardized job descriptions by job family and level.
Ensure job descriptions align to: Actual job duties and operational requirements FLSA classification considerations Wage bands, salary ranges, and commission eligibility
Maintain version control and documentation to support recruiting, compensation decisions, and audits.
Market Pricing & Wage Band Management
Price positions using market data and salary surveys; recommend wage bands, salary ranges, and hiring rates .
Maintain salary structures by job family, level, and geography.
Support Talent Acquisition with market-based, compliant offer guidance.
FLSA Compliance & Classification Support
Support FLSA exemption analyses and classification documentation tied to job content and pay practices.
Assist with wage and hour compliance related to base pay, commissions, incentives, and overtime eligibility.
Partner with HR leadership and Legal, as needed, on compliance reviews.
Compensation Planning, Incentives & Commission Programs Support annual compensation planning cycles, including merit, bonus, incentive, and all commission-based compensation programs .
Assist with the design, modeling, administration, and documentation of: Sales commission plans (inside, outside, territory-based, national accounts, and hybrid roles) Operational and performance-based incentives Draws, guarantees, recoverables, and commission true ups
Ensure all variable pay programs align with approved job structures and wage bands.
Budgeting, Forecasting & Hiring Analysis
Partner with Finance/FP&A to support labor cost planning, compensation forecasting, and headcount modeling .
Provide analysis for new hires, backfills, and replacement positions , including: Market pricing and wage band alignment Budget and cost impact analysis Role level and structure validation
Support workforce planning related to organizational changes and restructuring.
Compensation Statements & HRIS Administration
Produce, audit, and maintain employee compensation statements within the HRIS (UKG preferred), including base pay, incentive eligibility, commission plans, and total compensation components.
Ensure compensation statements are accurate, up-to-date, and aligned with approved compensation programs and payroll records.
Support annual compensation cycle communications by preparing HRIS-based compensation statements and related reporting.
Maintain compensation and job data in the HRIS to ensure accuracy, consistency, audit readiness, and data integrity across systems.