Total Rewards and Controlling Analyst

OTB Spa•New York, NY

10d•$100,000 - $105,000

About The Position

This is a pivotal role that combines strategic financial acumen with human resource expertise. Reporting to the Director, Total Rewards and Compensation, this role will be instrumental in shaping compensation strategies alongside our retail and corporate teams. The Total Rewards and Controlling Analyst provides support and assist the benefits, payroll and reporting team on multiple initiatives, activities and projects across Budget, Compensation, Benefits, Payroll, HRIS, Reporting and international and domestic locations. This role requires expert-level Excel and analytics skills to drive budget analytics, labor cost modeling, workforce analytics, compensation assessments, and risk mitigation across the organization.

Requirements

5+ years of experience in compliance management or a related role.
A degree and/or certification or equivalent experience in human resources or related field preferred.
Expert analytical and problem-solving skills, with proven experience in budget analytics, labor cost modeling, and workforce analytics.
Demonstrated experience in budget management and forecasting, including annual budget planning, projections, and variance analysis.
Understanding of local, state, and federal laws involving employment, HR, and HR policies.
Proficient with or the ability to quickly learn the organization’s HRIS, SAP, ADP, payroll, and similar employee management software.
Proven knowledge of industry-specific regulations and compliance best practices.
Experience with generating and implementing innovative solutions with an understanding of how to get from ideation to execution.
Strong project management skills with the ability to prioritize in a fast-paced environment.
Expert-level proficiency in Microsoft Excel (advanced formulas, pivot tables, data modeling) and analytics tools, with strong Word and PowerPoint skills, and a demonstrated ability to build data models and dashboards in Excel that support compensation assessments, labor cost forecasting, and risk mitigation
Verbal and written communication, including active listening, for determining business goals and suggesting ways to achieve them through human resource initiatives.
Analytical and problem-solving abilities with strong attention to detail, applying sound judgment to identify and mitigate workforce-related risks.
Strong project management and change management skills with the ability to prioritize in a fast-paced environment.
Applicants must be legally authorized to work in the United States at the time of application and be able to provide proof of employment eligibility upon request. Employment is contingent upon the successful verification of this authorization in compliance with federal immigration laws.

Responsibilities

Own the planning, consolidation and ongoing management of the annual personnel budget and projections (BDG, PJ1, PJ2 and 3YP) using advanced budget analytics and labor cost modeling, following the company’s guidelines and the regional requirements.
Prepare monthly workforce analytics reports monitoring Key HR KPIs (including headcount, FTEs, and labor cost), including variance analysis and presentations for the top and middle management, executive-ready dashboards and summaries.
Apply strong problem-solving skills to create ad hoc analysis based on business requests (i.e. retail personnel cost and KPI monitoring, impact of specific item costs etc.) to improve HR cost control process and mitigate financial risk.
Partner with Finance and manage the monthly closures activities ensuring the correct cost allocation (accruals, reconciliations, funds creation/usage/release etc.) and providing variance analysis to identify and mitigate cost risks.
Maintain Excel models for labor forecasting, hiring plans, compensation and bonus scenarios, and retail personnel cost analysis, using data exported from Workforce Planning to accelerate analysis and decision-making.
Lead compensation assessments and definition of salary review processes, monitoring data collection and implementation to reflect local market best practices and needs.
Support development of monthly and annual planning cycles by providing workforce changes, organizational moves and retail initiatives into accurate personnel cost forecasts.
Support the analysis related to the admin / payroll and HRIS activities with the aim to improve and harmonize processes.
Participate actively in HR processes' implementation and management always ensuring to improve the digital mindset and the tools integration.
Ensure adherence to wage and hour regulations and recommend necessary adjustments.
Engage in two luxury retail market salary surveys annually, plus additional corporate sector surveys.
Analyze market trends and salaries, presenting findings on both an annual basis and as situations dictate.
Assist the Director, Total Rewards with compensation review processes, salary planning, and incentive analysis by providing modeling, reporting and financial impact analysis.