Compensation Analyst at SCP Health in Atlanta, GA

Job description

• The Senior Compensation Analyst is responsible for the day-to-day administration and analytic support of various compensation plans, programs, and processes. The Senior Compensation Analyst conducts analysis and interpretation related to the organizations’ compensation programs for specialized areas of Total Rewards with a focus on compensation design, management, and analysis.

Responsibilities

• Evaluates the organizations’ jobs, analyzing the documented responsibilities and requirements in job descriptions.
• Conducts market analysis of jobs, to determine competitive positioning of the organizations pay programs, and makes recommendations for base pay structures, market adjustments, and variable pay programs.
• Leads the day to day administration of compensation administration programs, including salary structure creation, maintenance, and development of incentive or salary increase budgets.
• Participates in administration of annual performance management, incentive, or salary programs.
• Benchmark reviews of larger groups as necessary
• Assist in managing the day-to-day administration of the equity compensation programs
• Evaluate job is the market and assist with the development of market compensation guides for various segments of the business.
• Research and maintain best compensation practices
• Assist in maintaining compensation compliance on a national basis and have strong understanding of the various rules and regulations (FLSA, gender pay, over-time, leave of absence etc.)
• Maintain salary pay ranges
• Ensure compensation practices and programs reflect inclusion and diversity
• Assist in incentive plan administration including configuration in Workday, payout calculations and partnering with Finance
• Support the implementation of new compensation and Merit processes within Workday
• Assist with the creation of training materials and communications for compensation programs
• Assist with Compensation 101 training for Managers and employees
• Assist with the Bonus Plan calculations and configuration in Workday
• Participate in salary survey submissions
• Assists in developing and providing compensation metrics and analytics to Senior Leadership.

Requirements

• Excellent verbal and written communication skills.
• Ability to collaborate with team members.
• Advanced Excel expertise. Strong analytical ability and spreadsheet usage; synthesize large amounts of data and translate into meaningful information; use analysis to drive change.
• Strong detail orientation required.
• Excellent analytical and quantitative skills.
• Strong level of personal organization and time management skills.
• BA/BS degree in mathematics, human resources, business, management or finance preferred
• 5+ years of progressive compensation experience
• 3 + years administration of Merit and Bonus Plan experience required
• Market adjustment cost analysis experience required
• Workday experience preferred
• CCP preferred

Skills

Required

• Ability to collaborate with team members
• Advanced Excel expertise
• Use analysis to drive change
• Strong detail orientation required

Preferred

• Workday experience preferred
• CCP preferred

Benefits

• - Strong track record of providing excellent work/life balance.
• - Comprehensive benefits package and competitive compensation.
• - Commitment to fostering an inclusive culture of belonging and empowerment through our core values - collaboration, courage, agility, and respect.
• We offer a comprehensive benefits package designed to support your health, financial well-being, and work-life balance, including medical dental, vision insurance, a 401(k) plan with a company match, paid time off and holidays, professional development support, and employee wellness resources.
• Visit our website for further information. https://myscpbenefits.com/
• Login name: corp-guest
• Password: weheal
• This range represents the anticipated base salary for this role. Actual compensation will be determined based on experience, qualifications, and internal equity considerations.
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