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Compensation and HR Data Analyst

Overall Accountability:

Analyze, design and administer credit union compensation programs, including base pay, incentive, commission and bonuses.

Responsibilities:

·         Collect and compile HR metrics and data from a variety of sources including the human resource information system (HRIS) and payroll outputs, management and employee surveys, exit interviews, employment records, government labor statistics, competitors practices, and other sources.

·         Analyze data and statistics for trends and patterns with attention to recruitment, hiring practices, motivation, turnover, and compliance with employment laws and regulations.

·         Prepare reports of data results, present and explain findings to HR leadership.

·         Identify and recommend reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics.

·         Based on metrics and analysis, make recommendations for policies and activities to improve the employee experience including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.

·         Benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.

·         Assess jobs to determine FLSA classification and prepare and maintain job classifications and salary scales.

·         Prepare and present summary reports of job analysis and compensation analysis information.

·         Gather data from market-based compensation surveys, use spreadsheet and data analysis techniques to assess results and market trends.

·         Partner with organizational leaders to create and administer compensation agreements for incentivized positions.

·         Interview and survey employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities and skills required by each job.

·         Prepare and maintain job descriptions for each position in the organization; ensuring descriptions accurately reflect the work be performed.

·         Prepare commission and incentive data for payroll processing.

·         Ensure all business units are updating and presenting scorecards to staff in a timely manner.

·         Partner with organizational leaders on creating and updating scorecards.

·         Prepare monthly reporting in the areas of recruitment, retention and demographics to identify trends and make recommendations for improvement.

·         Participate in compensation surveys, conduct research and analysis on market competitiveness, pay equity and compensation trends.

Required Qualifications

  High school diploma or GED and 4 years’ experience as a compensation analyst. Knowledge of all employment laws. Qualified candidate must have CCP designation. Experience in managing projects. Knowledge of computers and software applications in Windows, PowerPoint and Word. Advanced level Excel ability. Ability to type 35 words per minute. Strong written and verbal communication skills. Must have the ability to work efficiently and responsibly in an environment with multiple work demands and short timeframes. Ability to read, write, speak and use proper grammar in English. Ability to communicate verbally both in person and on the telephone. Ability to read, analyze and interpret technical procedures, financial reports, legal documents and government regulations. Ability to write business correspondence in response to sensitive inquiries or complaints. Ability to define problems, collect data, establish facts and draw valid conclusions. Ability to calculate rates, ratios and percentages

  Preferred Qualifications

Bachelor’s degree

Experience implementing HR analytics software program

SHRM CP or HRCI designation