Compensation Analyst

The Compensation Analyst supports the design and administration of compensation programs with a strong focus on operational execution and administrative excellence. This position provides analytical and professional level support by maintaining compensation data and documentation, supporting salary administration, supporting market pricing and job evaluation activities, assisting with annual compensation cycles, and supporting business groups and HR partners with compensation-related matters. This role participates in the execution of strategic compensation programs aligned with the organization’s goals and industry standards.

• Collaborate with HR Business Partners and business groups to evaluate new and existing jobs, establishing and maintaining accurate job descriptions and providing recommendations on titles, levels, and pay grades.
• Conduct Fair Labor Standards Act (FLSA) evaluations to determine exemption status for new/revised jobs.
• Conduct market pricing of new and existing jobs, provide recommendations and analyze potential impact of recommendations.
• Partner with the Talent Acquisition team to review escalated salary offers and provide recommendations.
• Utilize HRIS for reporting, monitoring and auditing.
• Support administration of annual compensation processes such as incentive and annual review cycles.
• Serve as a trusted advisor on compensation-related matters, educating client groups and the HR team on the organization’s compensation programs.
• Ensure compensation practices comply with federal, state, and local regulations.
• Apply knowledge in compensation to participate in the development, implementation and administration of programs, policies and processes and deliver high-quality employee experience.
• Participate in and provide support for compensation projects including structure maintenance and compensation program recommendations.
• Conduct necessary research and compile reports as applicable.
• Stay updated on industry best practices, trends, and innovative compensation strategies.
• Stay informed on relevant legislation and industry standards to mitigate risks and ensure compliance.
• Work with HR teams on cross-functional initiatives, providing compensation expertise.

• Bachelor’s degree in Human Resources or Business Management preferred
• 1-3 years’ HR experience preferred
• Minimum 3 years’ of Compensation work experience preferred
• Knowledge and experience in broader body of HR work (Total Rewards, Talent Acquisition, Talent Development, Employee Relations and Employment Law) preferred
• Familiarity with FLSA compliance guidelines and federal, state and municipality compliance guidelines
• Advanced Excel skills, along with Strong MS Office skills including Word and PowerPoint
• Excellent critical thinking skills, interpersonal skills and coaching skills
• Must possess strong attention to detail
• Demonstrated influencing skills and ability to engage and exchange ideas, coach or counsel all levels of management
• Excellent organizational skills
• Effective presentation creation and delivery skills
• Demonstrated successful ability to build positive relationships and partnerships within the department, across the organization and with external customers
• Strong capabilities to analyze, interpret and apply data
• Demonstrated ability to work independently, under pressure, in a fast-paced, team-oriented environment
• Demonstrated ability in maintaining a high level of confidentiality
• Some travel may be required

• Criminal background check required.

• Sammons Financial Group offers a competitive benefit package that includes: Health, Dental, Vision, Company Paid Retirement, PTO and Holiday Pay.
• Our Employee Stock Ownership Plan (ESOP) is a 100% company-funded retirement plan, so you can save for retirement without contributing a penny of your own paycheck.
• Healthy balance between work and personal lives. Friday afternoons off all year long, competitive PTO, and generous number of paid holidays.
• Our incentive program for defined goals subject to eligibility and performance. Monetary rewards are based on individual and/or overall company performance.
• Colleagues who support one another, model our core values, and drive our healthy, high-performing culture.

Range includes data points from multiple labor markets. Specific range is dependent on the labor market where the incumbent will be hired to perform the position. Starting salary is dependent on candidate qualifications and experience. For a narrower salary range specific to your labor market, please inquire.

At this time, we’re not considering candidates that need any type of immigration sponsorship now or in the future or those needing work authorization for this role (This includes, but is not limited to students on F1-OPT, F1-CPT, J-1, etc.)