Engineering, Human Resources, Manufacturing and Production
4 Year Degree
Oshkosh Corporation is a leading manufacturer and marketer of access equipment, specialty vehicles and truck bodies for the primary markets of defense, concrete placement, refuse hauling, access equipment and fire & emergency. Founded in 1917, Oshkosh Corporation has manufacturing operations in nine U.S. states and in Australia, Belgium, Brazil, Canada, China, France, Mexico, The Netherlands, and Romania. The company currently employs approximately 12,100 people worldwide. Oshkosh Corporation is a Fortune 500, multi-billion dollar company. Oshkosh Corporation designs and builds the world's toughest specialty trucks, truck bodies, and access equipment by working shoulder-to-shoulder with the people who use them.
The Global Compensation Analyst supports the design, development and administration of Oshkosh’s global compensation programs, policies and procedures; works closely with the Human Resources staff and department leaders on determining classifications and pay levels for positions; ensures compliance with applicable federal and state wage and hour requirements; supports key compensation studies and projects; creates reports and maintains data to monitor global compensation activity; and participates in salary surveys and other data exchanges to support compensation analyses. This position uses a basic knowledge of compensation theory and practice.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
These duties are not meant to be all-inclusive and other duties may be assigned.
Provide support for the major areas of compensation including job classification, salary setting, internal equity and regulatory compliance.
Collaborate with Human Resources and management to provide guidance on compensation programs, policies, guidelines, job evaluation, job descriptions, regulatory issues and compliance.
Conduct job benchmarking and market analysis evaluations and make recommendations for existing, new or changing jobs, offers, promotions, and transfers in accordance with appropriate compensation policies and guidelines.
Administer the annual global merit planning process and various bonus programs.
Prepare analyses and reports to monitor compensation trends and costs; and the effectiveness of existing compensation programs and processes in support of recommending plan revisions and/or new plans that are cost effective and align with business objectives.
Participate in salary surveys and other data exchanges to support compensation recommendations.
Ensure compensation programs are in compliance with all employment and wage and hour regulations.
Assist with other Global Rewards and Human Resources projects.
Bachelor’s degree in Business Administration, Human Resources or equivalent.
Three (3) or more years of relevant experience in Compensation or Human Resources.
Analytical, critical thinking, attention to detail, communication and partnering skills to evaluate data and provide recommendations.
Project management skills working with multiple priorities and the ability to manage large quantities of data.
Strong proficiency with Excel, Word and PowerPoint. Working knowledge of HRIS query/report writing tools.
Understanding of compensation programs and principles.
Knowledge of legal compliance related to compensation practices, such as wage and hour, EEO, FLSA, etc.
Ability to maintain confidentiality of information.
Ability to travel up to 10-20%.
Certified Compensation Professional (CCP)
Professional Human Resources (PHR)
OSHKOSH CORE COMPETENCIES:
Supports change initiatives
Looks for creative ways to improve processes; suggests solutions for continued improvement
Identifies or implements new ideas or potential solutions without prompting
Establishes well-reasoned stances on issues
Clarifies what is important
Accepts responsibility for actions
Pushes back when appropriate; yields when necessary
Engages others to follow through
Walks the talk; models ethical behavior
Puts team success above individual gain
Coach and Develop
Takes ownership of own long-term goals and career objectives
Invests time to develop self
Openly accepts and utilizes feedback and coaching from others (peers, managers, etc.)
Learns from mistakes, viewing them as development opportunities
Takes advantage of lateral coaching opportunities and supports others in the achievement of individual or group goals
Points out when peers have done something worthy of recognition; encourages achievement
Acts with integrity to earn trust of colleagues
Builds rapport and cooperative relationships with others
Encourages and participates in two-way communication
Demonstrates respect for everyone (those present and those not present)
Maintains a positive and professional attitude
Builds and leverages networks
Understand how individual actions contribute to business performance
Probes for details with respect to vision and alignment
Sustains personal enthusiasm for organizational vision
Prioritizes activities and focuses on items that add the most value
Takes ownership to achieve results in support of established plans
Actions support execution of corporate strategy and team/department objectives
Drive for Results
Shows high commitment to organization
Responds in a timely manner and follows-up appropriately
Engages in independent action, in support of defined business objectives
Takes ownership to achieve results
Takes action that goes beyond minimum expectations in order to achieve objectives
Sets high standard of performance; pursues aggressive goals and works hard to achieve them
Demonstrate Functional Knowledge
Gains an understanding of the skills required to perform the job accurately and effectively
Utilizes resources as appropriate
Shows understanding of functional issues relevant to the broad organization and business
Keeps knowledge up-to-date and shares with others as appropriate
Presents functional information in easily understood terms
Internal Contacts: Contact with employees or others primarily at a routine level involving basic information exchange; Contact with peers and others involving explanation of information (these contacts may be within or outside department or division), and the gathering of factual information; may include the communication of sensitive or confidential information; Contact across departments or divisions with employees involving persuasion of others, absent formal authority, to conform to a policy interpretation or recommended course of action.
External Contacts: Frequent external contact to gather information, answer queries or ask assistance.
Communication Skills: Read, write and comprehend simple instructions, short correspondence and memos; Read and interpret safety rules, operating/maintenance instructions and procedure manuals; Write routine reports, correspondence and speak effectively before both internal and external groups; Read, analyze, and interpret business manuals, technical procedures and/or government regulations; Read, analyze, and interpret scientific and technical journals, financial reports and legal documents.
Decision-Making: Regularly makes decisions of responsibility, involving evaluation of information. Decisions may require development or application of alternatives or precedents.
Complexity, Judgment and Problem Solving: Generally diversified and moderately difficult work. Requires judgment in the adaptation and interpretation of established practices and procedures to meet problems and situations to which the application is not clearly defined.
Physical Demands: Frequent Sitting, Hearing, Talking, Visual, Typing, and Manual Dexterity; and Driving.
Non-Physical Demands: Frequent Analysis/Reasoning, Communication/Interpretation, Math/Mental Computation, Reading, Sustained Mental Activity (i.e., auditing, problem solving, grant writing, composing reports, etc.), and Writing.
Environmental Demands: Frequently Works Alone; Task Changes
Work Schedule: Routine shift hours. Infrequent overtime, weekend, or shift rotation.
Demands/Deadlines: High volume and variable work demands and deadlines impose strain on routine basis or considerable stress intermittently; OR regular direct contacts with distressed individuals within the immediate work environment; and/or exposure to demands and pressures from persons other than immediate supervisor.
Oshkosh Corporation is an Equal Opportunity and Affirmative Action Employer. This company will provide equal opportunity to all individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. Information collected regarding categories as provided by law will in no way affect the decision regarding an employment application.