Job Summary/Background: The Compensation Analyst II designs, implements and administers the organization's compensation programs, focusing primarily on US compensation with backup support for global (international) compensation, including expatriate pay and allowances.
Maintaining a robust, data-driven salary structure for CRS' US staff, including clear guidance around grades, salary ranges, compa-ratios (etc.) in line with CRS' approach to total rewards
Maintaining job title and grade documentation, job descriptions, databases and tables related to job titles, codes, and families and maintaining a website / archive for accessing all such information
Conducting and participating in salary surveys, interpreting market data and performing salary analysis
Evaluating and classifying positions into the existing compensation structure, by evaluating scope of responsibilities and influence
Researching, gathering, and analyzing reliable external data to make salary and job title recommendations for newly created positions
Providing backup support for International Compensation Analyst supporting 60 country programs
Developing and maintaining clear processes and parameters related to salary adjustment and promotion requests (from managers), evaluating and analyzing such requests and providing clear decisions and context
Developing and implementing clear processes, parameters, and communications related to CRS' annual performance review / merit increase cycle, in close cooperation with the HR Talent team
Recommending and approving job titles, job descriptions, salary ranges and grades for incoming open positions in the recruitment process
Providing competitive salary analysis to CRS recruiters in the salary offer stage of the recruitment process
Communication and Consulting:
Assisting with the creation, distribution and delivery of communications and/or training around baseline compensation policies, guidelines, and concepts; provided directly to employees and provided to managers to help them have better conversations with their employees
With the Sr. Director of Comp/Benefits/HRIS, determining and maintaining a compensation transparency approach, consistently providing employees and managers with access to appropriate salary information
Establishing trust and credibility with managers and executives and providing them with timely and professional compensation-related analysis, recommendations, and general consulting services
In cooperation with HR Business Partners, providing interpretation of HR / Compensation policies, practices, and guidelines
Analysis and Reporting:
Consistently auditing / spot-checking CRS records (HRIS) to ensure the accuracy of compensation related data and changes are being processed accurately and quickly
Preparing statistical analysis and base salary modeling
Working with Finance to determine the financial impact of compensation plans and programs
Preparing supporting data for the review of the US annual salary budget
Agency-wide Competencies (for all CRS Staff)
These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results.
Continuous Improvement & Innovation
Accountability & Stewardship
Supervisory Responsibilities: None
Key Working Relationships:
Internal: HR Directors, Managers, Business Partners and Recruiters, HQ and Country Program Managers, Employees External: Compensation Professionals within International NGOs professional groups, Consultants and Survey Providers
What we offer
CRS offers a comprehensive benefits package including medical, dental, life insurance, vision, generous retirement savings plan and the opportunity to work in a collaborative, mission-driven culture that is committed to improving the lives of the poor throughout the world.
***Our Catholic identity is at the heart of our mission and operations. Catholic Relief Services carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas. We welcome as a part of our staff people of all faiths and secular traditions who share our values and our commitment to serving those in need. CRS' processes and policies reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.
NOTE: All interested applicants must be authorized to work in the U.S. at the time of application.
Disclaimer: This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position.
CRS' talent acquisition procedures reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.
EOE/M/F/D/V - CRS is an Equal Opportunity Employer.
Bachelor's Degree Required
At least five (5) years of compensation experience, including experience with creating and maintaining salary structures, job evaluations, job descriptions, data acquisition and analysis, salary survey completion and analysis, and policy interpretation
Skills and Knowledge
Ability to act effectively as a consultant with all levels of staff (including executive level)
Knowledge of HR principles and practices
Demonstrated knowledge of compensation principles and best practices
Able to handle superior level of confidentiality concerning employee information
Ability to use software and hardware effectively, including MS Office
Advanced proficiency in Excel
Excellent time management, interpersonal, communication, presentation, organization, decision-making, and planning skills
Exposure to international compensation is desirable
CCP designation preferred
Working knowledge of statistical methods, data analysis and presentation and interpreting data to recommend compensation solutions