Senior Compensation Analyst

Carter Machinery Careers•Salem, VA

About The Position

Carter Machinery is hiring a Senior Compensation Analyst to help shape its workforce as the company grows and transforms. This role is part of the compensation team and focuses on creating business value through market-informed, well-governed compensation programs. The position is based in Salem or Richmond, Virginia, with a starting compensation range of $85,000–$120,000 per year. The analyst owns market-pricing methodology, survey data and job-matching standards; designs and models salary structures and geographic differentials; and governs job architecture, including leveling, titles and career paths. The role makes final FLSA, EEO and leveling decisions, advises leaders on pay strategy and complex compensation cases, and reviews posted pay ranges for compliance with state pay-transparency requirements. The analyst partners with the Total Rewards leader on annual compensation planning, including budgeting, merit guidelines and incentive payouts. Responsibilities also include bonus-program accuracy and controls, supporting merit, bonus and deferred-compensation program design and implementation, and working with HRIS and Payroll to protect data integrity. The role educates leaders, develops compensation communications, and improves programs, workflows and HRIS use to strengthen the employee and manager experience.

Requirements

Bachelor's degree in human resources, business, finance, economics or a related field, or equivalent experience.
Minimum six years of compensation experience, including ownership of salary structures, compensation cycles or a job-architecture project.
Working knowledge of FLSA exemption tests and pay-transparency requirements.
Experience supporting compensation programs such as annual merit processes and bonus cycles.
Experience with UKG Pro, Workday or a similar HRIS.
Experience with job-evaluation methods and job architecture.
Advanced Excel skills, including modeling and scenario analysis.
Experience interpreting salary surveys and benchmarking data and making recommendations.
Familiarity with job-code setup and job architecture.
Strong communication skills and ability to influence others.
Ability to explain pay decisions to operations leaders in business terms and uphold governance standards.
Strong attention to detail, data accuracy and ability to manage confidential data.

Nice To Haves

Certified Compensation Professional (CCP) designation.
Experience with WTW, Payfactors, Market Pay, Radford or iMercer.
Experience with Power Query, Power BI or regression-based pay-equity analysis.
Exposure to variable-pay plan administration.
Experience in an equipment dealer, distribution, construction, industrial or energy environment.
Experience in a multi-state employer with a field, technical or skilled-trades workforce.

Responsibilities

Own the market-pricing methodology, survey portfolio and job-matching standards; interpret market movement and recommend actions.
Advise leaders on compensation trends and pay strategies to attract and retain talent.
Design and model salary structures and geographic differentials, recommend updates, and contribute to compensation policies, guidelines and incentive-plan design.
Govern the job-architecture framework, maintaining consistent leveling, titles and career paths across operating units.
Make final FLSA, EEO and leveling decisions, and resolve or escalate complex cases.
Partner with leaders as roles evolve, including emerging data center and power-generation roles.
Recommend and approve compensation requests for hires, promotions, lateral moves, transfers and organizational changes, guided by the company's pay philosophy.
Advise HR and department leaders on complex cases, including retention risk, pay compression and counteroffers.
Approve every posted pay range and ensure it meets state pay-transparency requirements.
Partner with the Total Rewards leader to plan and run the annual compensation cycle, including budgeting, merit guidelines and incentive payouts.
Own bonus-program accuracy and controls, and recommend design improvements.
Contribute to the design and implementation of merit, bonus and deferred-compensation programs.
Establish review controls with HRIS and Payroll to protect data integrity.
Educate operations leaders on compensation principles and governance standards, and deliver training.
Develop communication strategies that build transparency and understanding of compensation programs.
Lead improvements to compensation programs, workflows and HRIS use to improve employee and manager experience.
Work with the team to achieve Continuous Improvement goals and objectives.
Perform other duties as assigned.