Senior Compensation Analyst

Genuine Parts Company•Birmingham, AL

About The Position

Under limited supervision, the Senior Compensation Analyst is responsible for the design, implementation, and administration of sales compensation programs and plans to achieve sales goals. This role also provides compensation consulting to management and the Human Resources (HR) team on the design, implementation, and administration of total compensation for assigned areas based on organizational requirements, internal and external pay practices and the strategic objectives of Motion.

Requirements

Typically requires a bachelor’s degree in Business Administration, Finance, Accounting, Human Resources, Math or a related area and seven (7) or more years of related experience.
Intermediate or higher knowledge in incentive management systems like Varicent, Xactly, or similar.
At least two years of experience in incentive/sales compensation systems.
Strong understanding of sales/variable compensation plan architecture, quota and incentive mechanics, crediting rules and territory management, and proficiency in SQL for data validation and analysis.
Expert knowledge of Microsoft Excel.
Workday Compensation and HCM module experience.
Experience working in enterprise-scale, multi-region, multi-SKU environments.
Excellent time management, flexibility and organization skills.
Excellent verbal and written communication skills.
Possesses high level of integrity, ability to develop strong employee relationships, and desire to work in a team environment.
Strong consultative, analytical, collaboration and problem solving skills.
Ability to communicate confidently and accurately with all levels of the organization; daily interaction with sales representatives, sales management and executive leadership.
Must be proactive, detailed/results oriented and possess strong ethical and accuracy standards.

Nice To Haves

CCP, PHR/SPHR or other applicable industry recognized license preferred.
Master's degree in a related field preferred.

Responsibilities

Partners closely with Sales Operations, Finance, HR, IT, Payroll, and sales leadership to execute an effective and efficient variable pay process, and to translate intricate sales compensation requirements into scalable system solutions that support company goals.
Works closely with Sales Operations on variable pay plans, quota setting, sales crediting, customer assignments, etc., as they relate to implementation and administration of new and existing variable pay compensation plans.
Consults with business stakeholders to understand their varying needs and complexities.
Works with the HR team to ensure appropriate legal (FMLA, ADA, EEOC, FLSA, etc.) and Motion policy compliance.
Makes recommendations to managers regarding base pay, variable pay plans, job descriptions, salaries, system improvements and job classifications.
Responsible for the design, communication, implementation, administration, and analysis of all base pay and variable pay compensation programs for assigned areas.
Advises and coordinates with management and staff in the proper classification of positions, interpretation of job classifications and the consistent application of compensation policies and procedures.
Performs job evaluations and designs plans by performing research, preparing and analyzing data that reflects internal and external market considerations.
Prepares job descriptions, recommends compensation and salary ranges and communicates recommendations.
Provides training as needed.
Partners with IT for technical enhancements and implementation of new software and/or systems.
Performs analysis to support the development, implementation, and administration of Motion’s base pay and variable compensation programs and potential impacts.
Drives ad-hoc analysis as assigned by leadership in support of business activities.
Updates, implements and manages base pay, sales, and variable compensation-related documentation.
Provides analytical support and data analysis on benchmark data.
Participates in monthly, quarterly and year-end variable pay related activities to ensure deadlines are met.
Leads special projects/programs as needed.
Supports the HR team on as-needed basis.
May act as a team lead or mentor to lower level compensation employees.
Performs other duties as assigned.