SUMMARY We are currently working with a global manufacturer to identify an experienced Compensation & Benefits Analyst. This is a direct hire opportunity offering a competitive salary, bonus, profit sharing, and full benefits plan. This organization is very stable, financially sound, and strives to grow organically and through acquisition by 20% every year.
Reporting to the Director of Compensation and Benefits, this role will perform significant analyst functions to develop, implement, and administer compensation and benefit policies and programs for this global company with approximately 10K employees. The incumbent will work heavily with corporate and division level HR team members, corporate finance, payroll and external vendors to ensure compensation and benefits priorities are met.
POSITION Responsibilities include: BENEFIT PRIORITIES: • Administer and communicate all company benefit plans. Act as a first escalation point for all benefit issue. • Work with the HRIS team to ensure data integrity for new hires, open enrollment, and qualifying events. • Manage the production of 1095C documents annually in accordance with ACA, which will require working closely with the HRIS and payroll team to ensure proper data collection and reporting. • Serve as the main administration of the company’s 401K plan, to include ERISA compliance notices; monitoring/auditing deferral data quarterly; document errors vis DOL approved methods; training new HR team members on the basics the 401K; gathering/submitting qualified wage data annually for 415 Limit Test, Discrimination Testing and Profit Sharing contributions; approving loan and withdrawal requests. • Facilitate payment of vendor bills monthly and upon completion, distribute cross charges between each division and location. COMPENSATION PRIORITIES: • Evaluate jobs according to job grade structure. Review job descriptions for content and consistency across all divisions worldwide. • Manage job codes database and review/approve requests for new job codes, ensuring internal equity among all divisions. Train HR generalists on all features of the job code structure, including exempt vs. non-exempt, direct vs. indirect, hourly vs. salary, etc. • Perform Fair Labor Standards Act analysis where needed to determine proper exemption status for Generalists and Managers. • Participate in compensation surveys and perform market analysis regularly to ensure Company remains competitive. This will involve reviewing and updating compensation structures annually, and for new divisions, assisting in creating new structures and slotting jobs appropriately. • Administer equity program, provide training documentation to new participants. Will have high level access to vendor sites, and serve as first escalation point to assist employees with their awards. • Assist the payroll team with tracking and managing the bonus incentive plan. • Administer goals/results incentive plan for global participants, maintain accurate records, and ensure the plan is launched and completely properly each year.
Additionally, this person will assist the Director of Compensation and Benefits with: • Developing a worldwide C&B strategy adhering to the rules of: Common, Simple and Global. • The launch of the compensation module of the HRIS, Oracle. • Assist in all merger and acquisition activities and help transfer divisions to CORP plans when possible. • Ensuring new/revised C&B policies and procedures are documented and transitioned to the HR Generalist team after training.
REQUIREMENTS • BS in Human Resources, Business, or related fields. • Minimum 5 years of experience in the HR field with experience in compensation and benefits. • Global experience in compensation and benefits, along with an understanding of data, is highly preferred. • Strong technical systems background with HRIS and / or ERP. Implementation experience launching modules within an HRIS desirable. • Strong analytical ability, organizational and problem solving skills. • Continuous improvement mindset. • Employee (customer) focused. • Ability to travel domestically and internationally 15%. • Must be able to pass a pre-employment criminal background check and drug screen.