HR Generalist - Compensation

Purdue Federal Credit Union • West Lafayette, IN

5d

About The Position

The Human Resources Generalist - Compensation supports a broad range of human resources functions, with primary responsibility for compensation administration and job documentation processes. This role partners with leaders across the organization to ensure fair, consistent, and market-aligned pay practices while maintaining accurate job structures and documentation. In addition to compensation, the HR Generalist plays a key role in supporting employee development, succession planning, engagement initiatives, and employee relations. This position serves as a trusted resource to managers and employees, providing guidance on HR policies and practices, supporting workforce initiatives, and contributing to a positive, high-performing workplace culture. This role balances strategic insight with operational execution, ensuring HR programs are implemented effectively, compliance standards are met, and the overall employee experience continues to improve.

Requirements

• Working knowledge of compensation practices and wage and hour regulations
• Strong analytical and problem-solving skills with high attention to detail
• Ability to interpret data and provide clear, actionable recommendations
• Proficiency with spreadsheets, reporting tools, and HR systems
• Strong organizational and time management skills with the ability to manage multiple priorities
• Ability to handle sensitive and confidential information with discretion
• Effective written and verbal communication skills
• Collaborative, service-oriented mindset with the ability to build strong working relationships
• Ability to operate both independently and as part of a team within established frameworks

Responsibilities

• Lead the administration and maintenance of compensation structures, including salary ranges, pay grades, job classifications, and incentive programs
• Conduct job pricing and compensation analyses using PayFactors and other tools to support hiring, promotions, transfers, and equity adjustments
• Partner with managers and HR leadership to develop and present compensation recommendations supported by data and market insights
• Perform internal equity reviews and external benchmarking to ensure consistent and competitive pay practices
• Participate in compensation surveys, including data submission, analysis, and application of results
• Support and execute operational components of the annual compensation planning cycle, including merit planning, modeling, and budget tracking
• Evaluate and document FLSA classifications to ensure compliance with wage and hour regulations
• Maintain accurate compensation data within HRIS and ensure integrity of compensation records
• Prepare compensation-related data for audits and regulatory reporting
• Lead job analysis efforts by gathering and validating information from managers and employees
• Draft, update, and maintain job descriptions to ensure clarity, consistency, and alignment with organizational structure
• Ensure job documentation aligns with compensation frameworks and internal leveling structures
• Manage job changes, reclassifications, and title updates, ensuring appropriate documentation and approvals
• Maintain organized job description repositories and version control processes
• Support the implementation and tracking of Individual Development Plans (IDPs) across the organization
• Partner with managers to identify development opportunities aligned with employee growth and business needs
• Monitor progress on development plans and provide follow-up to ensure accountability
• Support succession planning processes by documenting potential successors and identifying development needs
• Assist with career pathing discussions by providing guidance on skills, experience, and advancement requirements
• Support leadership development initiatives and workforce planning efforts
• Lead administration of employee engagement and pulse surveys, including system setup, communications, and data management
• Compile and analyze survey results to identify trends, strengths, and opportunities
• Prepare reports and summaries for HR leadership and managers to support action planning
• Partner with leaders to support team-level discussions and action planning based on survey results
• Support implementation of engagement and culture-related initiatives aligned with organizational goals
• Serve as a trusted HR partner to managers and employees, providing guidance on HR policies, procedures, and best practices
• Support employee relations matters, including performance concerns, workplace conflict, and policy interpretation
• Conduct or assist with employee investigations, ensuring appropriate documentation and follow-up
• Promote a positive employee experience by addressing concerns proactively and professionally
• Partner with leaders to reinforce consistent application of policies and practices across the organization
• Process and oversee employee lifecycle transactions, including job changes, pay updates, transfers, and status changes
• Partner with payroll and benefits to ensure accurate and timely processing of employee information
• Maintain compliant and organized HR records and documentation
• Support HR audits and regulatory compliance activities
• Identify and implement process improvements to enhance efficiency, accuracy, and service delivery
• Contribute to HR projects and initiatives that support organizational priorities

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed