Senior Compensation Analyst

Job Summary/Purpose

You are a data-driven compensation professional and aficionado! You yearn for something different, new, and exciting. You enjoy, love, and get a kick out of data from using formulas, summarizing data, and using it to present a business case. As a Senior Compensation Analyst on the Total Rewards team, you will:

• Work closely with some pretty awesome people in nearly every department to provide compensation consulting, provide analytical, technical, and administrative support as it relates to our compensation programs and reporting
• Play a role in the implementation and administration of compensation programs such as base pay, short and long-term incentives, job evaluations, market reviews, annual compensation cycle processes, and ad-hoc projects that support the company's compensation strategy
• Offer guidance and analytical support for the implementation and execution of compensation processes, programs, and practices

Sounds amazing, doesn't it!

Responsibilities

General Compensation:

• Evaluate new and existing jobs to determine appropriate salary grade, FLSA classification, and/or salary adjustments
• Conduct ongoing analysis to support market pricing and assist company leaders in making informed, competitive compensation decisions
• Prepare and present summary reports of job analysis and compensation analysis information
• Benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges for each position
• Assist in providing compensation support for job offers to ensure internal and external equity
• Maintain documentation of FLSA determinations and classifying exemption status for jobs through review of job profile audits and ensure appropriate EEO mapping of positions
• Maintain and improve our compensation systems, working with the People team to make sure tools are integrated, scalable, and able to support the company as we grow.
• Drive automation and process improvements for compensation programs; develop methods for supporting innovation and change across the organization
• Compile, validate, and submit data for annual and ad-hoc compensation surveys
• Support administration of short-term and long-term incentive programs

Pay Transparency and Compliance:

• Support compliance with state and local pay transparency laws by maintaining up-to-date salary ranges and documentation
• Partner with Talent Acquisition to provide accurate and compliant pay ranges for job postings and candidate communications
• Monitor evolving legislation on pay transparency and assist in implementing updates to internal guidelines and systems
• Ensure ongoing audits for internal compliance, governance, ensuring adherence to state, local, and federal statutes and laws

Equity:

• Assist with the day-to-day administration of the Company's equity (stock-based) incentive plans

• Ensure that all equity transactions are processed and settled timely and accurately; reconcile transactions, termination dates, tax withholding, and reporting, and other items as required

• Perform periodic reviews and reconciliations of participant data and transactions to ensure accuracy and in accordance with policies and audit procedures

• Provide accurate, timely, and usable reporting to important collaborators (i.e., Payroll, Accounting, Legal, Human Resources, etc.)

• Handle equity plan-related inquiries and requests from employees, executives, board members, and external brokers on a regular basis

• Assist in preparing equity-related materials for the compensation committee and leadership

HRIS/Reporting:

• Maintain compensation information in HRIS; establish an audit cadence to ensure data accuracy and integrity
• Create and run reports to support compensation program administration and assist with other reporting needs
• Validate and audit HRIS data regularly to ensure compensation information is accurate, consistent, and compliant
• Partner with HRIS/People Ops to troubleshoot data issues, improve data integrity, and streamline reporting processes

Compensation Cycle:

• Lead the preparation and administration of the company's annual merit cycle, including setup, testing, data validation, and post-cycle reporting
• Partner with HRBPs and leaders to ensure smooth execution of merit planning; provide training, reporting, and troubleshooting support
• Maintain and enhance our cloud-based merit planning system; collaborate with People Ops and HRIS (Wurk) to ensure data accuracy, integrations, and timely updates

Minimum Qualifications

• College degree or equivalent combination of education, training, and/or experience
• Three (3) or more years of progressively responsible and relevant experience
• Strong data analysis skills with the ability to work with large data sets and synthesize data to identify trends; analytical and conceptual ability necessary to evaluate internal and external data
• Knowledge of Fair Labor Standards Act, Pay Equity, and other laws, regulations, etc., governing classification pay issues
• Demonstrated ability to identify non-routine situations and exceptions and apply effective problem-solving skills
• Demonstrated ability to independently plan, prioritize and organize work while managing many priorities
• Strong attention to detail
• Strong written and verbal communication skills
• Strong interpersonal skills, effective team member, and builder of productive working relationships
• Ability to think critically, anticipate issues, and proactively suggest solutions
• Ability to maintain a high level of confidentiality
• Proven ability to achieve objectives in a dynamic, often ambiguous, environment
• Proficiency with Microsoft Office (Excel, Word, PowerPoint)

Preferred Qualifications

• Five (5) or more years of progressively responsible and relevant experience
• Prior experience in developing and implementing base pay and incentive programs (e.g., salary structures, salary grades, job families, job architecture)
• Experience in working with compensation analysis related to union / collective bargaining agreements
• Knowledge of basic accounting and financial principles and the requirements of collaborating with Finance on relevant compensation activities
• Experience with various HCMS/HRIS systems (PeopleSoft, SAP, Wurk, Workday, UKG, Callidus, ADP, SuccessFactors)
• Experience with compensation related software (PayFactors, Payscale, MarketPay, Salary.com, CompAnalyst, ERI)
• WorldatWork certification (CCP, GRP, CECP, CSCP)
• Microsoft Excel certification

Additional Requirements

• Must pass any and all required background checks
• Must be and remain compliant with all legal or company regulations for working in the industry
• Must possess a valid driver's license
• Must be a minimum of 21 years of age
• Must be approved by state badging agency to work in the cannabis industry