Senior Compensation Analyst

JD Sports Fashion • Indianapolis, IN

4d • Onsite

About The Position

The Sr. Compensation Analyst is a key role within the JD North America People Regional Business Services model. The Regional Business Services function is responsible for supporting all US businesses within the JD Group, including JD Sports, Finish Line, Finish Line Macy’s, Shoe Palace, Nice Kicks, Downtown Locker Room (DTLR), and Hibbett. This position designs, analyzes, and administers compensation programs to ensure they are competitive, equitable, and aligned with the organization’s business strategy. Using benchmark data, internal analytics, and stakeholder collaboration, the Sr. Compensation Analyst supports the development of salary structures, incentive plans, procedure documentation, program administration, and general pay decisions while ensuring compliance with relevant laws and policies. The contributions of this role, and the overall Total Rewards team, ensures JD’s ability to attract, retain, and create a growth path structure for world class talent.

Requirements

• Bachelor's degree in a related field and at least 4 - 6 years of compensation experience, or equivalent combination of education and experience.
• Experience in retail or related high volume industry is a plus, as is any experience in data analytics.
• Should have intermediate advanced knowledge and abilities within Google Suite or Microsoft Suite - specifically with Excel.
• Experience with Workday is a plus, but general knowledge and ability to navigate HR systems, compensation tools, and other reporting/BI tools is required.

Nice To Haves

• Leadership experience is a plus, but not required.
• Certifications related to the compensation field are a plus.
• Internal JD Group experience is always a plus.

Responsibilities

• Execution of the organization's compensation philosophy and architecture, which includes creating and maintaining job profiles, job grading, market pricing, FLSA analysis, and pay recommendations - all which are critical to the employee experience and delivering business objectives.
• Ensures pay programs are competitive with an eye for the retail landscape, fair from an internal equity perspective, and uphold business fiscal responsibility.
• Reviews and approves proposed salary actions to ensure conformance with established guidelines, policies and compensation philosophy.
• Administer ad hoc and recurring incentive program processes, such as bonuses, merit and market adjustments, allowances, minimum wage, among others.
• For the aforementioned activities, plans for these programs, updates guidelines and tools, system testing, preparing communication materials, working closely with business leaders and other People Department team members on said process/recommendations.
• Assures through audits, reports, and personal contact that the organization's compensation programs are consistently administered in compliance with company policies and government regulations.
• Aids in wage forecasting, providing data and reporting for accruals, and other ad hoc items critical to the company’s budgets.
• Participate in salary surveys as well as collect and analyze salary information to help determine our competitive positioning in the market.
• Benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges.
• Works with People/HR Business Partners, Talent Acquisition team members, hiring managers, and business leaders to evaluate job duties and responsibilities for new positions and provide benchmarking information and recommendations.
• Conducts equity reviews and drive the overall compensation strategy of competitive pay, equity, and pay for performance.
• Support in the preparation of presentations and data analysis for senior leadership meetings, such as the Compensation Committee.
• Ensure compliance with compensation laws and regulations while staying up to date with current and upcoming competitive market trends in our industry.
• Assist with ad-hoc and annual analytical projects from management and senior leadership involving large amounts of data, identifying key themes, and highlighting areas of opportunity, including assessment of compensation metrics to assess larger strategy objectives.
• Leverages system functionality and optimizes capabilities within the compensation modules of the company's human capital management system (Workday).
• Analyze data and processes to provide suggestions for enhancement to current plans and programs.
• Delivers defined KPIs and SLAs accurately and on time to ensure team members are paid correctly; works with a continuous improvement mindset, always aiming to increase efficiency and automate processes for improved speed and accuracy.
• Stay knowledgeable about compensation trends and strategies and work to innovate and improve the compensation programs at the organization including finding ways to automate and be more efficient.
• May play a formal or informal leadership role to subordinate team members, inclusive of training, development, reviewing work, and directing work.
• Other projects and duties as assigned.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior