The Senior Compensation Analyst will be a key contributor in the evaluation, design, and administration of executive and sales incentive-based compensation programs. Works in collaboration with Business Leaders and other HR Specialists to develop meaningful analyses and insights, define and refine compensation policies and processes, and create / deliver value-add communication in support of executive and incentive-based compensation programs. Conducts job evaluations, including analyzing and interpreting survey data for senior level and sales roles within SFG. Analyze and administer incentive programs including annual incentive and bonus cycles. Manage projects such as survey participation, analysis and compensation integration and executive and national salary structure design.
Oversee, design and develop incentive compensation plans for a multi-channel and multi-divisional sales organization that align with SFG’s organizational and business models.
Develop and maintain business partnerships with Finance, HR, and Sales management to ensure alignment of incentive compensation development with organizational, financial and sales force goals.
Perform monthly, quarterly, and annual validation and payment of incentive compensation plan components and bonuses
Develop, maintain, and update systems and processes critical to the reporting and tracking of compensation metrics.
Provide administration and communication of executive and equity compensation programs, including ongoing project management, day-to-day operations, and management of third party providers and consultants.
Provides Support and consult to HR Business Partners regarding executive compensation issues
Support all executive compensation activity, including job evaluations, external hiring, internal mobility, annual compensation processes, etc.
Conducts specific analyses and benchmarking of competitor practices utilizing various analytical tools and data sources (Proxy, survey, 8-K, etc.) and makes recommendations as appropriate.
Stays current in the development of trends, legislation, and regulatory impacting the company’s executive and equity compensation programs.
Minimum of 5 years’ experience developing, implementing or administering compensation programs; Certified Compensation Professional (CCP) Designation or equivalent required. PHR or SPHR strongly preferred.
Bachelor’s Degree in Finance, Human Resources Management or equivalent experience. Experience in incentive plan design a plus.
Demonstrates familiarity with market trends and the execution of effective processes to support compensation strategies.
Demonstrates excellent problem solving and analytical skills
Excellent Verbal and presentation skills
Proficient with Microsoft Office and compensation related applications and software