Senior Compensation Analyst - 1st Shift

GXO Logistics•Remote, OH

21d•Remote

About The Position

The Senior Compensation Analyst supports the design, implementation, and administration of compensation programs and policies, and delivers compensation models, methodologies, and analytics. This remote role requires the candidate to reside in the Atlanta metro area and is scheduled for the first shift, Monday through Friday, 8:00 a.m. to 5:00 p.m. The analyst supports assigned customer groups, employees, and HR colleagues in interpreting and administering compensation programs, policies, and procedures. The role develops and administers base pay and incentive programs, conducts market benchmarking and job evaluations, supports salary planning and annual merit processes, and provides compensation guidance to HR and business leaders. It also develops compensation metrics, reports, tools, and communications; participates in compensation surveys; and identifies opportunities to improve processes. The position requires collaboration with functional leaders and support for compensation projects related to broader HR initiatives.

Requirements

Bachelor's degree in Business Administration, HR, Finance, or equivalent related work or military experience.
3–5 years of related compensation experience or HR project management-related experience.
Advanced proficiency with Microsoft Windows, including creating complex formulas in Excel.
Ability to develop insightful, value-added, actionable analyses; explain drivers of results in detail; and produce unambiguous, comprehensive, and accurate interpretations.
Excellent verbal and written communication skills, including the ability to present clean, organized, and thorough information and data appropriate for the intended audience.
Must reside in the Atlanta metro area.

Nice To Haves

Experience with HRIS systems, including SuccessFactors, PeopleSoft, or Workday.
Experience designing incentive compensation plans, including merit planning, job pricing, and pay administration.
PHR, SPHR, SHRM-CP, SHRM-SCP, or CCP certification.

Responsibilities

Support assigned customer groups, employees, and HR colleagues in interpreting and administering compensation programs, policies, and procedures.
Ensure compliance with state and federal laws governing compensation practices.
Perform financial modeling to assess the viability of compensation programs.
Develop and administer base pay and incentive programs and policies that are cost-effective, aligned with market trends, and supportive of organizational objectives.
Participate in regular benchmarking and analyze industry data to evaluate roles and determine salary and total compensation competitiveness by market.
Research and network with other companies to stay informed about compensation practices and trends.
Conduct job evaluations for new positions to determine appropriate salary grades, analyze market data, and maintain review documentation.
Review requests to evaluate revised job descriptions and develop recommendations.
Design and build compensation metrics, reports, and tools to inform program decisions and analyze business outcomes.
Partner with HR and department leaders to provide guidance on pay decisions, policies, and job evaluations.
Administer the annual salary increase process, including system setup, data validation, and report distribution.
Support annual salary planning, the company budgeting process, and the annual merit cycle, including leading and directly supporting assigned customer groups.
Create materials to communicate compensation programs, policies, and practices to employees and leaders.
Identify process-improvement opportunities, make recommendations, and support review, redesign, and implementation of changes.
Participate in compensation-related meetings with assigned functional leaders and support resulting projects through internal or market analysis.
Support compensation projects related to broader HR initiatives.
Communicate compensation programs effectively to managers and employees.
Manage participation in annual compensation surveys for Pay Factors, Aon | Radford, Willis Towers Watson, Mercer, and the Economic Research Institute (ERI).