The Compensation Analyst assists with the planning, implementation, development and evaluation of compensation processes and programs for Chickasaw Nation Industries, Inc. This position provides a senior level of professional and analytical support utilizing an in-depth knowledge and experience of sound compensation practices. Additionally, the Compensation Analyst works with the HR team and CNI business leaders to develop competitive compensation programs and to improve processes for promoting best practices, business strategies and financial objectives.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Essential duties and responsibilities include the following. Other duties may be assigned.
Responsible for the integration of CNI Core Competencies into daily functions, including: commitment to integrity, knowledge/quality of work, supporting financial goals of the company, initiative/motivation, cooperation/relationships, problem analysis/discretion, accomplishing goals through organization, positive oral/written communication skills, leadership abilities, commitment to Affirmative Action, reliability/dependability, flexibility and ownership/accountability of actions taken.
Leads the analysis, development, design, and implementation of various broad based compensation programs, including salary structures, job evaluation and incentive plan programs.
Works closely with the Proposal / Capture and Pricing departments to provide competitive market-based salary research for all positions included in Federal contract bids and proposals. Conducts market research for proposal development. Documents all research findings.
Helps to educate employees, managers and HR team members on compensation-related topics such as annualized salary and ageing trends, regulations, salary structures and equitable pay practices. Provides advice on pay decisions, policy and guideline interpretation and job evaluation, including the design of creative solutions to specific compensation-related programs.
Stays well-informed as to the regulatory environment, best practices and trends related to HR, compensation and total rewards. Keeps apprised of federal, state and local compensationlaws and regulations to ensure company compliance. Ensures that company compensation programs are consistently administered in compliance with company policies and government regulations.
Monitors the effectiveness of existing compensation policies, guidelines and procedures. Actively seeks to improve process efficiencies in all compensation related tasks. Meets with managers and executives to explore potential solutions to their compensation related questions.
Works collaboratively with department and program managers in the creation of jobs and job titles. Reviews, analyzes, creates and revises job descriptions. Audits jobs for content, FLSA exemption status, and the accurate use of job titles. Helps to eliminate the unnecessary use of unique job titles and/or job title inflation.
Implements and maintains a formalized classification and pay structure system. Classifies and aligns groups of positions across multiple LLCs and divisions for ensuring competitive and equitable pay practices. Assigns current employee population, and assigns pay grades to new positions, as needed. Utilizes market survey data to ensure benchmark positions are in line with current market trends. Performs adjustments to pay structure in response to changing organizational needs and market data.
Monitors compensation-related activities within HRIS and recruiting systems to ensure accuracy of data and compliance with Federal and State wage and hour laws.
Trains, develops, and coaches compensation staff in order to maximize their knowledge and contributions to the department. Provides instructive insight to human resources and recruiting staff as to sound compensation and compliance practices.
Works collaboratively with department managers to provide consultation and resources to assist in salary decision-making. Analyzes compensation data and provides pay recommendations. Evaluates jobs for exemption status, internal equity, and external competitiveness against salary survey data.
Works with executive management to develop, write and edit Corporate Compensation policies, guidelines, and procedures.
Develops, writes, edits and implements a variety of compensation and executive compensation incentive plans and documents (i.e., ELTIP, ACIP, BDSIP, etc.). Maintains, administers and updates plans.
Evaluates and analyzes salary data for executives and top management. Develops and maintains executive pay structure. Provides data and analysis utilized to make changes to the executive salary structure. Proactively recommends enhancements or needed changes to current structure.
Assists in special projects as assigned to support the HR business initiatives.
Participates in compensation surveys, as well as determines which surveys to purchase in order to obtain the most relevant market data.
Plans daily activities within the guidelines of company policy, job description and supervisor’s instruction in such a way as to maximize personal output. Responsible for aiding in own self-development by being available and receptive to all training made available by the company.
Responsible for keeping own immediate work area in a neat and orderly condition to ensure safety of self and co-workers. Will report any unsafe conditions and/or practices to the appropriate supervisor and human resources. Will immediately correct any unsafe conditions as the best of own ability.
Bachelor’s Degree in business, human resources, finance or accounting with a minimum of eight (8) years relevant and increasing experience in the analysis, design and/or administration of compensation programs. CCP certification preferred.
CERTIFICATES, LICENSES, REGRISTRATION
Certified Compensation Professional (CCP) preferred
JOB SPECIFIC KNOWLEDGE / SKILLS / ABILITIES
Advanced knowledge and understanding of Compensation and Human Resources policies, procedures, methodologies, laws and regulations
Knowledge of government regulations as they apply to compensation base and incentive compensation programs, company policies, and operations
Knowledge of federal HR concepts, practices, laws, regulations, policies and precedents
Ability to review complex compensation plans and processes to determine efficient solutions
Ability to effectively advise and assist management in accomplishing personnel management responsibilities related to compensation
Knowledge and expertise developing job analyses and job descriptions to support the hiring process
Operational knowledge of HRIS quality assurance / control methods, principles and practices as it applies to compensation management (i.e., job classifications, job titles, pay data, pay grade ranges, etc.)
Working knowledge of compensation theory and best practices with ability to accurately assess and apply market information
Excellent analytical and problem-solving skills with ability to conduct studies and investigations, problem analysis, and to develop logical and documented recommendations
Excellent verbal and written communications skills with ability to communicate in a clear and concise manner
Solid proofreading and editing skills
Exceptional customer service skills with ability to effectively interact with all levels of employees, including key management officials or their representatives
Ability to handle highly sensitive and confidential information with exceptional discretion
Ability to function as a technical expert in field of specialty
Ability to effectively present recommendations and findings to management
Skilled proficiency in the use of Microsoft Windows / Office programs (i.e., Word, Excel, Outlook, PowerPoint, etc.) and HRIS / Talent Management systems
Ability to coordinate efforts with others to find mutually acceptable solutions for the successful achievement of goals
Highly detail-oriented with ability to manage multiple projects and priorities
Excellent organization skills with ability to schedule, plan and organize assignments having complex variables and circumstances
Ability to work effectively both independently and in a team environment