Total Rewards Analyst

SOVRA

About The Position

SOVRA is seeking a Total Rewards Analyst for a temporary, project-based role focused on a company-wide job architecture initiative. This position involves evaluating and rebuilding job families, levels, and titles, and realigning compensation structures to better meet current business needs. The analyst will lead compensation-focused analysis and administration, including job evaluation, job leveling, market pricing, and salary structure support. They will also provide secondary support for benefits administration and leave programs, and maintain accurate job architecture and compensation data within the HRIS. This role is crucial for supporting HR Business Partners, Talent Acquisition, Payroll, Finance, and business leaders by ensuring accurate, well-governed job and compensation data, meeting the consistency and audit-readiness standards required for a project of this magnitude.

Requirements

Job architecture and compensation experience — supported job architecture, job evaluation, job leveling, or compensation structure development.
Total rewards experience — typically 3-5 years of experience across compensation, benefits, HRIS, or HR analytics disciplines.
Compensation market analysis — used compensation market survey data and survey platforms to analyze positioning and recommend market matches.
Advanced Excel proficiency — intermediate to advanced Excel skills, including lookups, pivot tables, formulas, and data analysis.
HRIS data management — worked with an HRIS and maintained employee and organizational data.
Multi-jurisdictional program experience — supported programs within a multi-location or geographically distributed organization, including US state and Canadian provincial requirements.
Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field, or equivalent experience.
Authorization to work in the US or Canada — not able to sponsor work visas or transfers at this time.

Nice To Haves

Pay equity analysis — experience conducting pay equity or internal equity analyses.
Benefits administration exposure — experience supporting benefits administration or annual open enrollment activities.
HR reporting and dashboards — built HR or compensation reporting and dashboards that support decision-making.

Responsibilities

Maintain the organization's job architecture framework, including job families, career paths, levels, standardized titles, and job profiles.
Evaluate new and existing positions to determine job family, career stream, level, title, and compensation range.
Review requests for new jobs, promotions, re-leveling, and title changes for consistency with governance standards.
Conduct periodic audits of the job architecture to identify title proliferation, leveling inconsistencies, and other governance concerns, and partner with HR Business Partners to resolve them.
Support the development and maintenance of salary structures and pay ranges.
Participate in annual compensation surveys and analyze market data to recommend appropriate market matches for company positions.
Support annual compensation planning, including merit increases, promotions, and market adjustments.
Monitor pay relative to salary ranges, market data, and internal equity, identifying pay compression and other exceptions.
Conduct pay equity and internal equity analyses.
Develop compensation reports and dashboards that support Total Rewards and business decision-making.
Support day-to-day administration of health, welfare, and retirement benefit programs, including enrollment audits, eligibility reviews, and open enrollment activities.
Partner with benefit vendors and brokers to resolve enrollment, eligibility, and claims issues.
Support administration of employee leave of absence programs across the US and Canada.
Maintain accurate compensation, benefits, and job architecture data within the HRIS.
Support configuration of job codes, career paths, levels, and compensation grades within the HRIS.
Conduct routine audits of employee, job, compensation, and benefits data to identify and correct integrity issues.
Develop and maintain standard and ad hoc HRIS reports.
Support system testing for HRIS releases and annual compensation cycles.