Senior Compensation Analyst

1-800 Contacts•Draper, UT

9d•Remote

About The Position

The Senior Compensation Analyst provides compensation administration, analysis, and pay-structure insights to support equitable compensation policies, practices, and plans. The role analyzes market positioning and internal equity, supports salary recommendations and compensation programs, and administers the annual merit review process. It also assesses job classifications under FLSA guidelines, contributes to salary and benefits surveys, and analyzes employee benefits programs for competitiveness, cost-effectiveness, and utilization trends. The analyst audits compensation data in the HRIS, partners with HR Business Partners, educates employees and leaders on compensation practices, and participates in compensation and benefits initiatives.

Requirements

At least 3 years of experience in Human Resources, with a proven understanding of compensation practices and laws.
At least 3 years of experience compiling, analyzing, and interpreting data using spreadsheets such as Excel.
Ability to create and use VLOOKUPs, pivot tables, and similar formulas.
Strong decision-making and organizational skills, with the ability to optimize available resources and manage multiple priorities.
Attention to detail and ability to deliver accurate data.
Ability to work independently and direct one’s own work by determining short- and long-term objectives.
Excellent analytical thinking and mathematical skills.
Excellent verbal and written communication skills, including interpersonal and presentation skills.
Strong teamwork skills and integrity to earn colleagues’ confidence.
Commitment to keeping confidential information secure and limited to its intended audience.

Nice To Haves

Human Resources or Compensation certification.
Experience participating in and using salary survey data, such as Radford or Mercer.
Experience using HRIS reporting tools to build standard and custom reports.

Responsibilities

Conduct market analyses to determine competitive positioning of jobs and prepare reports comparing employee information with market data.
Conduct internal equity analyses and provide salary recommendations for job postings, new-hire offers, and internal pay adjustments.
Use market intelligence to determine appropriate compensation structures for positions.
Identify trends across compensation programs and recommend alignment when needed.
Administer the annual merit review process, including communications, data validation, system setup, and reporting.
Partner with HR Business Partners to implement changes or corrections to employee status or job information.
Analyze compensation programs and recommend improvements.
Assess jobs and duties to determine classifications under FLSA guidelines and ensure employees are classified appropriately.
Educate employees and leaders on the company’s compensation philosophy and practices.
Provide data for annual salary and benefits surveys.
Analyze benefits programs, including health, dental, and retirement, for competitiveness, cost-effectiveness, and utilization trends; recommend program enhancements or redesigns based on data.
Participate in compensation- and benefits-related initiatives and projects.
Help develop project plans, including tools, schedules, milestones, and deliverables.
Interpret market data in relation to company positions and organizational structure.
Audit compensation-related HRIS data to ensure data integrity, and document and correct identified issues.
Perform other related duties as assigned.