Job description
Pay range for this position is:
$77,200
K to $
128,700
K dependent on experience
/skills/qualifications
If you are looking for employment with a purpose where you can help improve the daily lives of the members of your community, then consider a career with Pioneer Human Services!
We are currently looking for a Senior Compensation Analyst with a passion for human services. This is an exciting opportunity to be involved with an organization focused on lowering the barriers to a successful reentry for returning citizens, racial justice, and diversity, equity and inclusion.
Who we are
We are a social enterprise that partners with communities to transform society by honoring the humanity of people, reducing the impact of discriminatory mass incarceration, and empowering people to live safe, healthy, productive lives through inspiration, affirmation, and by overturning barriers.
For over 60 years we have proudly serviced our clients with professionalism and empathy. We are a nationally recognized non-profit with 50+ locations across Washington State that provides a chance for change to over 3,000 people on any given day.”
What you ' ll do
The Senior Compensation Analyst will be accountable to develop, operationalize and maintain the Pioneer Human Services’ compensation strategy, infrastructure, and resources to support overall compliance, expansion, modernization, and operational excellence. This position will work alongside Human Resources partners and business leaders in our various business lines across the enterprise to ensure our compensation principles are transparent, understood and embraced throughout the organization.
This position is responsible for managing all activities related to the PHS compensation administration program including but not limited to: managing all market pricing activities to ensure internal equity and external competitiveness, adherence to PHS’s compensation philosophy, providing analytical expertise to internal stakeholders and business line leaders, guidance and interpretation of various compensation policies and procedures, and both the strategic and tactical components related to compensation program revisions, development, and/or re-design.
This position is expected to combine extensive compensation subject matter expertise and understanding of the business to provide proficient and best practice guidance and recommendations to HR leadership, Operations, and Talent Acquisition, as well as to internal business leaders and stakeholders.
This position has no direct supervisory responsibilities at this time.
PRIMARY DUTIES AND RESPONSIBILITIES:
Strategy
- Develops and recommends the approach in various compensation-related projects, which involve planning, development, maintenance, and/or re-design of existing compensation procedures and programs.
- Acts as a consultant to the Human Resources Team, as well as to business managers and leaders to support their decision making for hiring, promotions, specific organization incentives, and annual compensation programs. Develops and implements communication and training of compensation programs for recruiters, human resources business partners and managers to promote understanding and transparency.
- Ensures that the administration of compensation programs is in compliance with established guidelines, processes, and procedures. This may include pay programs such as incentive compensation, annual merit review cycle, geographic differential, shift differential, and minimum wage requirements.
- Reviews and maintains paygrade changes for conformance to the PHS’ established philosophy and compensation best practices.
Analytics
- Utilize market data to understand current salary trends and predict future needs.
- Responsible for researching & recommending fair, competitive, performance driven incentive compensation plans and developing organizational communication plans to infuse the value of the plans into PHS’ culture.
- Responsible for the day-to-day analysis, evaluation, and slotting of new and existing jobs, utilizing external/internal market data to help make appropriate recommendations as required.
- Ensures data quality and integrity across compensation systems and resources.
- Utilizes expertise of compensation data to analyze internal and external compensation practices.
- Supports the various annual salary planning activities.
- Provides compensation support and coordination throughout the annual review process.
- Conducts and participates in compensation surveys or special compensation studies for purposes of maintaining PHS’ competitive position within the market place.
- Provides meaningful analysis and results to management for use in making decisions related to the compensation.
- Tracks market adjustments against salary budget dollars.
- Maintains an accurate database of compensation ranges and differentials per job code by program and region.
Communication & Teamwork
- Develops communication materials and supporting analysis for presentations to the Senior Leadership Team, Compensation Committee and the business.
- Provides training and support to management and senior leadership.
- Must be available to perform the essential functions of this job whenever scheduled to work; occasional overtime may be required
- Promotes and models teamwork and collaboration with coworkers
- Performs other duties as assigned.
KNOWLEDGE, SKILLS, AND ABILITIES:
- Advanced knowledge and understanding of compensation and associated complexities
- Strong consultative skills and highly effective in communicating clearly and persuasively with excellent influencing skills
- Demonstrated ability to solve complex problems suing best practices, knowledge of internal and external business issues to provide a perspective on existing solution or create new solutions
- Highly organized with ability to manage multiple high priorities in a fast paced environment.
- Demonstrated ability to communicate orally and in writing at all levels of the organization, to include senior leadership.
- Exceptional attention to detail, ability to take initiative and work independently required.
- Demonstrated ability to exercise sound judgment, work and interact with others with a high level of integrity, and with the ability to address sensitive and confidential information.
- Demonstrated ability to manage multiple priorities, meet tight deadlines, and work with flexibility, efficiency, and diplomacy both individually, and as part of a team.
- Maintain credentials and membership with professional associations and keep abreast of trends within the market regarding compensation issues and legislative or regulatory trends.
QUALIFICATIONS FOR THE POSITION:
- Bachelor’s degree in Economics, Finance, Human Resources or related field required.
- Minimum of four (4) years of progressive compensation experience required.
- Strong knowledge of employment-related federal and state laws and regulations and the legal requirements of wage and hour laws affecting compensation and classification programs, including the Fair Labor Standards Act.
- Advanced skills with Excel and highly proficient with PowerPoint required.
Preferred Qualifications
- Certified Compensation Professional (CCP)
- Recruiting and/or HR Business Partner experience
- Healthcare and/or Manufacturing experience highly desired
WORK ENVIRONMENT:
- Standard business hours are Monday – Friday from 8 a.m. to 5 p.m., but the incumbent will be expected to adjust the work schedule to meet business needs.
- Work is performed almost exclusively indoors in an office environment setting. Exposure to hazards is limited to those commonly found in these various environments.
PHYSICAL DEMANDS:
- Must be able to sit or stand continuously for up to 8 hours per day
- Must be able to bend, squat, kneel, and reach out and above shoulders
- Duties require the use of standard office furniture and equipment (e.g., desk, filing cabinet, computer, printer, telephone, fax machine, copy machine, etc.)
Conditions of Employment:
This position is subject to criminal and education background checks in addition to the List of Excludable Individuals and Entities (LEIE), which includes the Office of Inspector General (OIG) and the System for Award Management (SAM).
Pioneer Human Services is a drug-free employer.
In addition to pre-employment drug screening, Pioneer reserves the right to conduct random sample alcohol or drug testing of all employees. Pioneer’s drug-free policy includes marijuana and there are no exceptions for individuals with medical marijuana prescriptions.
EEO
Pioneer Human Services is an Equal Opportunity Employer of minorities, women, individuals with disabilities, protected veterans and does not discriminate under federal, state, or local laws. All qualified applicants and employees will receive consideration and opportunities for employment without regard to race, color, religion, national origin, sex, gender identity or expression, sexual orientation, age, genetics, physical or mental disability, protected veteran status, or any other characteristic protected by federal, state, or local laws.
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