A Compensation Analyst II is responsible for administering company compensation programs across geographically diverse operations. Responsible for evaluating and analyzing salary data, recommending pay grades, and participates in compensation surveys. Familiar with a variety of the field's concepts, practices, and procedures. Ensures that requests for pay adjustments comply with current compensation policy. Responsible for complex projects and contributing to complex projects.

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A Compensation Analyst II is responsible for administering company compensation programs across geographically diverse operations. Responsible for evaluating and analyzing salary data, recommending pay grades, and participates in compensation surveys. Familiar with a variety of the field's concepts, practices, and procedures. Ensures that requests for pay adjustments comply with current compensation policy. Responsible for complex projects and contributing to complex projects.

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• Bachelor's Degree
• Minimum of 5 Years experience in Compensation
• Microsoft Office and excel expert

Preferred Qualifications:

• CCP certification
• SHRM-SCP or SHRM-CP certification

• General Knowledge of Industrial Construction industry #LI-CC1

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• Provide creative solutions and ideas when supporting the enterprise with compensation processes and procedures to support attraction and retention strategies that are consistent within a culture which values the whole employee
• Participation in market salary surveys including job matching, data input, results analysis and reporting. Includes base salaries, bonuses, and long-term incentives. Analyzes information to ensure competitiveness.
• Responsible for position management including job descriptions, titles, Occupation Codes, Rate Codes, and assignment to appropriate salary grades based on market and internal data Maintains files, records, and programs to capture, report, and analyze compensation data. Maintains compensation related files and records.
• Administers the salary administration processes including annual merit review, out of cycle increases, promotions, and adjustments
• Provides advice and counsel to management regarding salary and incentive plan issues including policy and guideline interpretation, new hire offers, internal equity, severance, and market adjustments
• Keeps apprised of federal, state, and local compensation laws and regulations to ensure company compliance