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Total Rewards Analyst
Confirmed live in the last 24 hours
Remote • United States
Experience Level
Desired Skills
Human Resources Information System (HRIS)
  • Minimum 5 years of compensation and equity administration experience in a high-tech startup environment
  • Highly collaborative style and strong team orientation
  • Energetic, self-starter with the ability to successfully manage multiple priorities in a complex, matrix and fast-paced environment
  • Exceptional knowledge of Excel
  • Experience with HRIS, Compass, Radford Network Portal
  • Demonstrated analytical skills
  • Strong interpersonal skills
  • Excellent communication skills
  • High integrity and ethics in handling confidential information
  • Ability to get involved in the details while maintaining broader view
  • Attention to detail and commitment to excellence
  • Experience with global compensation and equity. The ability to research and report general country compliance regulations
  • Sales compensation administration
  • Participates in activities to develop, implement, and administer job architecture and compensation programs
  • Contributes to the development of compensation policies and practices globally
  • Participates in compensation surveys and provides analysis of competitive positioning
  • Builds and maintains relationships with key internal and external partners and vendors
  • Partners with People Partners to prepare job descriptions reflecting job responsibilities, activities, duties and requirements
  • Supports the Annual Merit review cycle in coordination with People Partners & Business Unit Leaders
  • Supports the on-going development and enhancement of Compaas HCM with the cross-functional work team
  • Reviews proposed salary adjustments for conformance to established guidelines, policies and practices
  • Gathers and analyzes compensation data to perform analysis and support business needs
  • Recommends corrective or alternative actions to resolve compensation-related problems
  • Reviews requests for new or revised classifications to determine appropriate salary grade assignment
  • Formulates recommendations regarding development of company salary structure, career framework, FLSA exemptions, job revisions and organizational structures
  • Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action
  • May prepare special studies and recommendations on subjects such as bonus plans, sales compensation

501-1,000 employees