204529 - Sr Compensation Analyst
King of Prussia
$45 to $60.10 DOE

Chipton-Ross is seeking a Business Analyst for a hybrid contract opportunity in King Of Prussia, PA.

Will be onsite at least one day a week.

The Sr Compensation Analyst is responsible for the design, and administration of compensation programs that support our HR strategy and Company-wide objectives. This role requires building relationships and partnering with HR Business Partners to address and solve compensation related issues and provide consultation and guidance on a variety of compensation topics. The Subject matter expert must have some knowledge of or research best practices and trends to ensure that our programs, policies, and
practices are competitive, fair and financially sustainable. Responsibilities will include participating and leading special projects or processes; must be able to work independently with limited supervision.
Compensation planning and administration 40%)
Participation in and submitting compensation surveys. Lead the gathering for insights by researching and networking with other companies to keep abreast of best practices and trends in compensation
Responsible for participating in the benchmarking processes to gather and analyze market data in order to evaluate roles and determine competitiveness of our salaries and bonus programs. Provide complete job evaluation and market pricing analysis,
develop cost modeling, facilitate cyclical comp planning. Build and develop salary ranges and pay grade structures. Use market data to analyze and assess the organization's competitive position.
Partner with HRBPs and business clients to review and level jobs descriptions and prepare salary recommendations; provide guidance and direction in all compensation matters ensuring that our compensation philosophy and salary administration guidelines
are consistently being followed. Design and build compensation metrics, reports and tools to make informed compensation program decisions and analyze business outcomes. Conduct financial modeling to ensure viability of programsb Collaborate in the development of compensation systems’ design. Building salary structures, creating processes for salary increases and administration, determining approach to variable pay and helping to provide education to employees, managers, and business
leaders. Complete and participate in various compensation surveys. Research and network with other companies and to keep abreast of best
practices and trends in compensation.
Annual Merit. Equity and Bonus Programs (30%)
Participate in and supports the annual Merit, Bonus, Equity Programs. Create materials to effectively communicate compensation programs, policies and practices to employees and leaders. Act as project manager for the following segments of the annual
programs: Merit Budget Recommendations: Accesses survey information for regions currently supported by client. (U.S., Canada, Mexico, Brazil, Colombia, and Argentina) for the Merit Budget Planning process. Recommendations are summarized for executive review and submission to Corporate (France). Recommend/implement annual salary structure movements for same countries. AIP (Annual Incentive Plan) Process for U.S. Canada and Mexico: Prepares the SuccessFactors (SF) system to upload year-end employee data used to calculate incentive payments for salaried and non-union hourly employees. This entails updating information for over 70 unique bonus plans/algorithms. Obtain approval for AIP plan design. Configures SuccessFactors for the upcoming plan
year. Finalize bonus payouts prepare system to generate employee statements for viewing (via the SF tool). Executive TR Process: Builds year-end Total Reward Executive Template that captures BU/Functional goal achievement and
calculates the incentive ($) outcome, as well as proposing a base pay adjustment. Once submission is reviewed and approved by France (Corporate), the template is used to generate customized executive Total Reward Statements for U.S. executives.
Compliance Reporting (10%) Ensure pay practices are complaint with U.S. federal and state requirements.
Work with vendor to complete EEO-1, AAP, California, Illinois and OFCCP reporting’s’ annually Restricted Stock Granting & Vesting Process (15%)
Serves as project lead/liaison with our French vendor/administrator when stock vests and when free shares are awarded. Support the Annual granting and vesting of RSU; managing the U.S, process and working Cooperate teams through completion
Mergers and Acquisitions Integrations (5%)
Work with Director of Compensation on Integration analysis and developing scenarios and cost impact o integrate acquired companies in the company

5 – 8 years in compensation field; advanced proficiency with Excel; experience with HRIS and ERP systems required; SAP
and Success Factors experience preferred
• Very strong project management skills, with a minimum of 5 years acting as project lead on a complex compensation project
(preferably short-term incentive programs); demonstrated experience in delivery of compensation programs through a
technology/system platform
• Demonstrated ability to conduct complex quantitative analyses
• Some experience with Equity process; EEO, AAP, and other compliance reporting is preferred
• Experience in the development of compensation programs and processes
• Experience with the development of job family/career ladders a plus
• Ability to build relationships and act as a team player

• Bachelor’s Degree in HR, Business or Finance or equivalent experience; strong mathematical orientation

Full-Time HYB

Employment will be contingent on clearing a drug screen and background check. Both must clear prior to start date.

Tyler Harrell
420 Culver Boulevard
Playa Del Rey, CA 90293

Phone: (310) 414-7800 x307 or (800) 927-9318 x307

Candidates responding to this posting must currently possess the eligibility to work in the United States. No third parties please.

Employment will be contingent on candidate clearing pre-employment drug screen and background check.

Chipton-Ross provides equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, national origin, sex (including pregnancy), age, disability, sexual orientation, gender identity and/or expression, protected veteran status, genetic information, or any other characteristic protected by Federal, State or local law. This policy governs all areas of employment at Chipton-Ross, including recruiting, hiring, training, assignment, promotions, compensation, benefits, discipline, and terminations.