Compensation Analyst

The Compensation Analyst is responsible for the detailed analysis and administration of compensation programs and projects for Global Architectural.

Job duties include contact with other employees and access confidential and proprietary information and/or other items of value, and such access may be supervised or unsupervised. The Company therefore has determined that a review of criminal history is necessary to protect the business and its operations and reputation and is necessary to protect the safety of the Company's staff, employees, and business relationships.

This role is not hybrid/remote and will report to our Cleveland, Ohio Global HQ 5 days a week.

Responsibilities:

Job Architecture, Job Evaluation, and Market Pricing

• Evaluate roles for appropriate job grading, pay level, and exemption status in partnership with HR and Labor Relations.
• Benchmark positions using market compensation surveys and external intelligence to assess competitiveness and recommend salary ranges.
• Perform job grade and market impact analyses for individual roles, job families, functional groups, geographic groupings, and acquisitions.
• Prepare summary reports, cost analyses, to support job evaluation and compensation decisions.

Compensation Analysis and Financial Impact Modeling

• Conduct compensation data analysis and cost modeling to support pay structure changes, incentive plan changes, and workforce planning initiatives.
• Analyze salary positioning to ensure alignment with established pay ranges, policies, and internal equity guidelines.
• Support annual budgeting and forecasting processes through employee cost and compensation impact analysis.
• Prepare and present analytical findings and recommendations to Compensation leadership and HR stakeholders.

Sales and Management Incentive Plan Administration

• Maintain sales and management incentive plans, including eligibility validation, goal sheet setup, audits, and ongoing system accuracy.
• Partner with Finance, Safety, HR, and business leaders to collect performance metrics and ensure accurate incentive calculations.
• Administer incentive plan data within the company's incentive compensation system (Varicent), ensuring accurate formulas, financial inputs, caps, and plan rules are applied.
• Produce monthly incentive eligibility reports to support accounting accruals and financial reporting.
• Assist with yearend incentive audits, including review of financials, calculations, and resolution of discrepancies.
• Serve as a point of contact for incentive plan inquiries and issue resolution.

Compensation Program Maintenance and Governance

• Support the administration and continuous improvement of compensation programs, policies, and practices.
• Assist with merit cycle audits, salary corrections, and compliance reviews.
• Ensure accurate maintenance of pay grades, salary ranges, incentive plans, and job data within HRIS systems.
• Monitor and validate data integrity related to job titles, salary grades, incentive eligibility, and approved compensation structures.

Documentation, Systems, and Content Management

• Maintain the job description database and oversee the creation and governance of new job titles.
• Manage compensationrelated documentation and content housed in SharePoint, including annual updates to policies and incentive plan documents,
• Support compensation system enhancements, upgrades, and new system implementations (e.g., HRIS, Varicent, Cloud).
• Partner with crossfunctional teams (e.g., L&D, HRIS, Finance) to align job architecture with learning paths and system structures.

CrossFunctional and Special Projects Support

• Perform job mapping and compensation integration activities related to acquisitions.
• Conduct manual bonus calculations and adhoc compensation analyses as needed.
• Process compensationrelated payroll files and invoices.

Qualifications:

Required:

• Bachelor's degree in HR, Finance, IT or other Business-Related Field
• Minimum of 2 years of experience supporting compensation programs, job evaluation, market pricing, or incentive administration.
• Experience analyzing and manipulating large data sets to answer business questions and summarize findings for stakeholders.
• Working knowledge of quantitative concepts, including arithmetic, algebra, and basic statistics, and their application to compensation analysis.
• Ability to provide effective internal customer service, including assessing needs, meeting quality standards, and responding to inquiries in a timely and professional manner.
• Strong attention to detail, data accuracy, and documentation standards.

• Ability to organize work, manage multiple priorities, and meet deadlines in a dynamic environment.

Preferred:

• Certified Compensation Professional Certification or progress toward certification
• Experience working with an incentive compensation system and related data (e.g., Varicent or similar tools).
• Understanding data relationships and dependencies between HR systems (e.g., HRIS, incentive compensation platforms).
• Experience supporting projects or initiatives involving compensation programs, system enhancements, or crossfunctional collaboration.