Shurtape Technologies, LLC Hiring for Compensation Analyst at Hickory, NC  Full Time

SUMMARY OF POSITION

The Compensation Analyst utilizes analytical methods and tools to ensure organizational level compensation and benefits are administered consistently. The Compensation Analyst provides analytical and operational support to Shurtape Technologies’ Total Rewards programs including compensation, incentives, benefits and wellness, rewards & recognition as well as the ongoing maintenance and reporting capabilities of the HRIS system.

The Compensation Analyst will collaborate with Talent Acquisition and HR Business Partners to conduct job evaluations and determine competitive pricing that is in line with market trends. In addition, the Compensation Analyst will ensure there is internal pay equity through the development and maintenance of consistent pay structures. This role is both highly analytical and collaborative.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

General knowledge of human resources administration and best practices.

• Strong organizational skills. Change is frequent; must be skilled at shifting competing priorities
• A high degree of interpersonal and verbal and written communications skills
• Proven analytical, critical thinking and problem-solving skills
• Team collaboration skills
• Proven accuracy with data entry
• Comfortable with general analytics and reporting methodologies
• Manage needs of various cross functional teams, large data sets and apply requisite knowledge and gain insights
• Must possess a superior level of integrity and confidentiality skills

• Proficiency in Microsoft Office products (Word, Excel, Outlook, PowerPoint, etc) is required (Intermediate-to-Advanced Excel skill is a plus)
• Knowledge and experience with Payfactors is a plus

JOB REQUIREMENTS

• Bachelor’s degree or related work experience
• 3 – 5 years’ experience in Human Resources and Compensation
• HRIS experience required. UltiPro experience preferred

• Hybrid work schedule, two (2) days in the office (mandatory Wednesday and Thursday)

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

WORK ENVIRONMENT

This is a fast-paced work environment with consistent pressure to complete duties as outlined above which requires ability to manage multiple projects at a detailed level and provide support to many internal departments in a fast-changing environment. Many duties listed above are time-sensitive and have strict deadlines for completion.

We are an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

• Maintain regional salary ranges and tables, job classifications, and Job description repository
• Price positions to ensure market competitiveness and internal equity; work with HR Business Partners and Talent Acquisition to recommend compensation for new hires and internal promotions/transfers
• Manage recurring compensation projects to include, but not limited to, annual incentive pay, annual merit increases, and biennial market studies
• Maintain the Compensation Management HRIS module in UltiPro
• Maintain guidelines for incentive pay to include, but not limited to, project incentives, sign-on incentives, and retention incentives
• Evaluate and share compensation metrics through BI reporting and dashboards to provide insight for improved decision making
• Monitor and analyze gaps in pay as it relates to gender, race, ethnicity, age, and other protected classes
• Identify areas of opportunity. Influence across levels and business units to increase operational efficiency.

• Research and assist in resolving payroll and/or compensation issues
• Backup to Payroll Administrator, audit preparation and reporting, including HRIS loads as needed