Senior Compensation Analyst

Our client is a leading global energy company specializing in sustainable bioenergy. A fantastic opportunity exists for a Senior Compensation Analyst based at their corporate office in Bethesda, MD. On offer will be a competitive base salary, bonus, comprehensive benefits and relocation assistance can be provided.

Senior Compensation Analyst

Reporting to Director Compensation and Benefits, the role will be a key member of the Total Rewards team responsible for day-to-day administration and communication of our client’s Compensation programs that support their pay for performance philosophy. The Senior Compensation Analyst will be responsible for administering base pay and short- and long-term incentive plans and will provide analytical expertise, guidance and interpretation of compensation policies.

Responsibilities

• Oversees development, implementation and administration of compensation programs inclusive of base pay and short-term incentive programs, pay structure administration, executive pay LTIP, compliance (minimum wage, FLSA, etc.) and reporting.
• Partners with Talent Acquisition, HR Operations and broader teams to consult on day-to-day compensation matters.
• Independently conducts job evaluations, handles requests on marked data research (new hire offers, promotions, etc.) and recommends appropriate compensation actions.
• Responsible for delivery of annual merit and short-term incentive programs. Plans, implements and executes cyclical merit increases and bonus distributions, maintaining compliance with legal standards and SOX requirements, timeliness and budgets.
• Manage the Long-Term Incentive Program including working with third party administrator, and finance on unit value, assessing award amounts, calculating and processing distributions and facilitating any LTIP award(s).
• Strategizes and implements wholistic department job and compensation reviews, hierarchy and position latter.
• Engages and acts as main point of contact with 3rd party vendors for compensation data, systems and services. Responsible for compensation surveys and practices & trends questionnaire submissions. Analyzes obtained results to ensure company maintains competitive market positioning.
• Prepares complex compensation analysis and reporting to identify trends and patterns in compensation practices and make recommendations for plan changes and/or improvements.
• Consults and educates Human Capital teams regarding compensation policy, compensation projects and initiatives. Prepares Compensation communications/training materials.
• Leads Compensation projects and ad-hoc analysis as assigned.

Required Qualifications

• Bachelor’s degree in Business, Finance, Human Resources Management or a related field preferred.
• 5 years of progressive compensation experience. Functional knowledge of relevant federal and state regulations affecting compensation programs (minimum wage laws, FLSA, etc).
• Must have Manufacturing Industry experience
• Must have experience completing Merit Increases, Market Pricing, and Compensation Analysis’
• Functional knowledge of Human Capital business processes and impact of Compensation on such (HRIS, payroll, benefits, etc.)
• Experience with HR Technologies such as HRIS systems and market pricing tools (UKG and CompAnalyst are a plus).
• Advanced level Excel user with strong data management and analytical skills required. Ability to use functions such as v-lookup and pivot tables, charts and graphs on a daily basis.
• Ability to work independently, prioritize activities, and self-manage work focus and time for optimal results.
• Strong attention to details.
• Ability to research and analyze sensitive data while maintaining objectivity and confidentiality at all times.
• Excellent verbal and written communication, interpersonal, and organizational skills.
• Ability to build and maintain positive and productive working relationships with team members at all levels of the organization.
• Position occasionally requires the ability to work extended hours and weekends based on business demands (ex: active compensation cycle)
• Ability to be flexible and apply concepts, while maintaining the integrity of the compensation strategy and process

Preferred Qualifications

• CCP certification (or progress towards)
• Experience with equity program management
• Experience supporting manufacturing settings, and or non-exempt and exempt populations

Travel requirements

• Ability to travel up to 10% to local sites
• Must be able to commute to (Raleigh/Bethesda) office for critical in-person events and meetings as needed.

Working Conditions

• Hybrid work with a minimum of 3 days a week in the office, with the ability to work 2 days a week remotely.
• Capable of fully performing remote work when not in-office.