Cross Country Workforce Solutions Group Hiring for Compensation Analyst Job at Huntington Beach, CA Full Time

Supports the development, implementation and maintenance of compensation programs, policies and procedures to ensure equity, alignment with the objectives and Compensation Philosophy, and compliance with federal/state/local regulations.

Provides analysis and recommendations related to the compensation trends, annual salary increase budget, annual merit increase approach, variable pay programs, design, methodology and other ad hoc projects/requests. Manages compensation related systems including data, system maintenance and reporting.

Provides thorough Compensation plans for all levels of the organization, creating, reviewing, updating and maintaining accurate and equitable ranges that meets the Compensation Philosophy and federal/state/local regulations. Completes salary surveys as requested.

Responsibilities:

• Provides guidance to leadership on creating/revising job descriptions. Reviews and analyzes, and evaluates job roles as they apply to job titles, exemption status, pricing, working with all levels of the organization to apply major job duties to job roles and works with professional agencies as needed to establish pay rates and level of exemption as it applies to federal/state/local requirements for all disciplines

• Acts as consultant and gatekeeper for the PS team to support the base pay decision making process.

• Conducts the pay analysis for pay offers and adjustments related to new hire, promotion, transfer and/or ad-hoc requests.

• In collaboration with leadership, create, review, analyze and re-align incentive plans to support the total compensation objectives and strategy. This includes ongoing maintenance of commission and incentive plans as well as compliance with federal/state/local requirements.

• Ensures alignment of the Total Rewards strategy with our performance and compensation reward practices including but not limited to supporting our attraction, retention and recognition objectives.

• Works with Sr. Management to implement a workable plan that incentivizes, rewards and recognizes success, and performance at all levels of the organization. Responsible for the modeling, forecasting financial analysis and implementation of the merit increase process and any other related projects/initiatives.

• The Compensation Analyst will work in alignment with Payroll and HRIS when needed to ensure automation of reports and processes are aligned with Business Functions of the Total Reward processes to include, Metric information, employee history, paperless employee files, Compensation reports.

• Stays up to date with applicable compliance and maintains advanced knowledge of compensation, total rewards and performance management trends, best practices, application and technologies.

• Supports employee engagement initiatives and events that promote member centric experiences Supports and participates in continuous improvement activities. Represents the company in a positive and professional manner.

• Maintains member, team members and other sensitive information with confidentiality.

• Treats co-workers and members with respect

• Any other duties as assigned

Qualifications:

• 4 years progressive experience in analysis, design, implementation and administration of compensation programs in multi-state environment providing guidance and support of Human Resources Function – Inclusive of at least two years experience conducting job analysis, creating job descriptions and the job evaluation process

• Experience conducting cost/benefit analyses and forecasting cost of proposed compensation program changes

• Strong experience with systems administration, reporting and implementation

• Strong understanding of the compensation concepts and precepts

• Experienced user of Compease (or other Compensation Systems) and Salary Surveys

• Base and variable pay methodology and design

• Solid understanding of multi-state labor law and compliance including but not limited to Wage and Hour, Compensation, Affirmative Action, EEOC, Titles VII & IX DOL

• Strong written, verbal communication skills to effectively communicate and partner across organizational levels

• Ability to work independently with demonstrated initiative, good judgment and decision making

• Ability to understand business plans, goals, and relate/align them to HR initiatives and objectives

• Attention to detail along with analytical, quantitative and critical thinking skills.

• Advanced level of computer literacy and proficiency in Microsoft Office including Word, Teams, Outlook and specifically

• Excel (advanced formulas, tables, etc.)

• Strong project management, process workflows, and ability to build and implement projects

• Strong systems and web-based application/ability to work through, design and utilize functionality/modules within HRIS and other third-party systems

• Strong organizational, follow up, prioritization and negotiation skills. Ability to multi-task in fast paced environment

• Certification – at least one of the following certifications: SHRM – CP, PHR, CCP