Compensation Analyst (Level I or II) - New bei None

Department:      Human Resources

SUMMARY

The Compensation Analyst Level I or II position works as a collaborative member of the HR Team to provide high quality services to the Church organization and Publishing Society (CSPS). Reporting to the Compensation Specialist, this position provides crucial support for the administration of the Church’s compensation structure, policies, and practices. This position provides punctual, accurate, and thorough assistance in their daily work, projects, and responses to inquiries.   The Compensation Analyst exemplifies the role of HR as an effective and trusted partner that demonstrates accountability and grace, and supports the organization's mission, culture, and goals.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Pay Structure Administration and Compliance

Level I

• Gain in-depth knowledge of compensation fundamentals, applicable employment laws, and the Church’s compensation structure, policies, and practices to:
  • Support the administration of the Church’s compensation structure, policies, and practices to attract and retain employees who are dedicated to contributing to the Church’s global healing mission.
  • Regularly audit the compensation structure, which includes job families, grades, ranges, etc., to identify variances and propose solutions.
  • Uphold the integrity of the compensation structure, paying attention to internal equity, pay compression, and pay equity. Bring any challenges to the attention of the Compensation Specialist.
  • Conduct annual FLSA audit to confirm appropriate classification.
• Provide crucial support for the annual compensation planning cycle by:
  • Deepening familiarity with the Church’s organizational structure by studying organization charts, job descriptions, and job families.
  • Taking the lead to participate in relevant salary surveys ensuring accuracy and timely submission, as directed
  • Recommending for the Compensation Specialist’s consideration positions requiring benchmarking by external consulting partners
  • Reviewing and recommending for the Compensation Specialist’s consideration positions requiring internal benching.
  • Assisting in the preparation of the compensation decision support materials, as directed.
  • Observing and supporting compensation cycle meetings for managers to deepen understanding of the process.
  • Assisting in an audit of internal equity and the final compensation changes.
• Assist Compensation Specialist in responding to requests from the Compensation Committee, such as data analyses and reports.
• Develop and maintain a clear and accessible structure for organizing and retaining documentation related to compensation analysis and determination.
• Stay updated on all current and pending wage-related laws.

Level II

• Apply knowledge of compensation fundamentals, applicable employment laws, and the Church’s compensation structure, policies, and practices to uphold the integrity of the Church’s compensation, structure, policies, and practices.
• Partner with the Compensation Specialist to organize, support, and deliver the annual compensation planning cycle process in an efficient and timely manner, including but not limited to:
  • Identifying, submitting, and tracking positions requiring benchmarking by external consulting partners. Responding to questions, and conducting an initial review of the benchmarking results.
  • Conducting an initial review of positions requiring internal benching and sharing results with Compensation Specialist.
  • Actively participating in compensation cycle meetings for managers.
  • Conducting an initial audit of internal equity and the final compensation changes.
• Taking the lead to respond to requests from the Compensation Committee
• Serving as a back-up to the Compensation Analyst

Job Analysis and Evaluation

Level I

• Assist the Compensation Specialist with new candidate and promotion offers, and other related issues.Work closely with the HR Generalist in the development and revision of job descriptions.
• Assist with job analysis process to gather information about the content and requirements of positions as well as the context in which they are performed
• Become familiar and provide basic support with the job evaluation process to determine the value of a position in the labor market, and the relationship of comparable positions to determine appropriate job family, level, pay range, and FLSA status; pay close attention to internal equity and relevant laws
• Help draft clear, succinct analyses and recommendations in both written and verbal formats.

Level II:

• Provide quality consultation to HR colleagues and managers on compensation issues related to recruiting and new candidate offers, as well as employee promotion, change in responsibilities, and retention actions
• Actively support the job evaluation process to determine the value of a position in the labor market, and the relationship of comparable positions to determine appropriate job family, level, pay range, and FLSA status; pay close attention to internal equity and relevant laws

Benchmarking and Salary Determination

Level I:

• Assist with ad hoc internal and/or external benchmarking to support ongoing staffing needs
• Become familiar and provide basic support with job analysis and evaluations with draft compensation recommendations which adhere to pay structure and guidelines, and ensure internal equity

Level II:

• Actively support the Compensation Specialist with job analysis and evaluations with sound compensation recommendations which adhere to pay structure and guidelines, and ensure internal equity

STAFF MANAGEMENT AND JOB CONTACTS

Reporting Relationships
None

Regular Contacts
Primary contact with HR staff, Department Managers, project specialists, Treasurer’s Office (FP&A and Benefits & Payroll), OGC, OCIO, and outside vendors.

JOB REQUIREMENTS

Education/Experience

• Minimum of 3 years administrative work experience. Preferably 2 years within an Human Resources environment.
• Bachelor's degree in a related field or equivalent professional work experience required.
  
  

Knowledge/Skills

Level I:

• Proven analytical and problem-solving skills and high attention to detail with large data sets.
• Strong organizational skills with attention to quality expressed through order, accuracy, and detail.
• Proven ability to manage time effectively, meet deadlines, and juggle multiple priorities.
• Exemplify advanced listening, communication, and outstanding interpersonal and relationship-building skills.
• Exhibit a high degree of professionalism, integrity, and confidentiality.
• Team-oriented with humility, openness, and interest in supporting the entire team.
• Flexible, persistent, compassionate, and willingness to serve in the spirit of doing whatever is needed.
• Actively engages in ongoing professional development by participating in related educational programs, and staying current on compensation-related topics and trends.

Level II:

• Knowledge of compensation administration principles and procedures, including conducting or assisting with market benchmarking, salary surveys, job analysis, FLSA classification, and offer recommendations.
• Familiarity with federal, state, and local wage laws and regulations.
  
  

Technology Skills

Level I:
Intermediate level proficiency with Google suite and Microsoft Office, especially Excel. Experience using messaging platforms like Slack and collaborative project management tools like Trello is helpful.

Level II:
Experience with HRIS and compensation software required, UKG preferred. 

Work Environment
This position works a hybrid, in-office work schedule.

Engagement with Christian Science
Membership in The Mother Church and Primary Class Instruction preferred.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.