Senior Compensation Analyst, Epsilon

• 3+ years experience in compensation
• Able to communicate effectively with internal and external customers of all levels, including Executives
• Excellent problem-solving skills
• Basic business acumen
• Proficient in Excel, Word and PowerPoint, and experience with Office 365
• Able to maintain data integrity through attention to detail and accuracy, able to prioritize and meet aggressive deadlines, and process, manipulate, and summarize reports
• Reliability
• High degree of integrity and confidentiality
• Strong project management skills, with the ability to manage multiple priorities and deadlines
• Strong analytical skills with the ability to interpret complex data and communicate findings clearly
• Knowledge of compensation practices, laws, and regulations

Desirable

• The Senior Compensation Analyst plays a critical role in implementing and maintaining our global compensation programs to ensure they are competitive, sustainable, scalable, and have an impact on the long and short-term performance of the organization
• The Senior Compensation Analyst supports the organization’s business units from a compensation perspective and will also have an active role in annual processes such as the merit/rewards cycle, will participate in salary surveys, and provide job evaluation support, including FLSA/DOL recommendations as needed
• This role will play an integral part of the team in providing day-to-day administration of the company’s recognition programs and will support project activities as assigned
• In this role, you will work together with business leaders and Human Resources Business partners to deliver world-class total rewards that enforce Epsilon’s pay-for-performance culture
• We will tap into your innovative nature in supporting programs like pay transparency and coming up with unique solutions to compensation issues
• You will help ensure integrity in our compensation processes by supporting job architecture and pay equity
• Cultivating partnerships with managers to understand and support their business by being Compensation resource for Epsilon’s business units
• Management of the job description/job code library, with goal of keeping job descriptions up-to-date, ensuring consistent titling and leveling utilizing Epsilon level criteria, conducting job evaluation/analysis, creation or modification of job descriptions, determining appropriate salary grades (or market rates) for jobs based on market driven guidelines, FLSA testing of roles, variable pay review/analysis, and education of Epsilon leaders and Human Resources Business Partners on Epsilon’s practices
• Data analysis and project work is critical in this position
• The Senior Compensation Analyst must be able to work with large reports to summarize data, organize information in a concise, presentation-type format, and speak to management on conclusions of analysis, and resulting recommendations (both written and verbal)
• Assigned projects will require a thorough analysis of data (e.g.the annual submission of job matches for Epsilon’s salary surveys)
• Annual and ad-hoc Merit processes: Help in drafting documents, emails, postings, and training decks that outline practices, procedures, tips & tricks, deadlines and other compensation guidance
• The analyst will be responsible for the auditing of career levels and promotions from the cycles and the posting of newly promoted employees and their title at the end of the processes, as well as mass uploads to the HRIS system that are needed in relation to the cycles
• Contact and resource for Epsilon Rewards programs, such as the Spotlight employee recognition platform, tuition reimbursement, and one-time payments (retention bonuses, spot bonuses, etc.)
• The Analyst will handle the administration of any websites involved, serve as the primary contact for vendors, employees, leaders and Human Resources Business Partners, monitoring/responding to requests from any of the above groups
• Consistent evaluation of domestic and international salary structure (including career levels and salary ranges, as well as geographic differentials) and compensation policies; recommends changes based on salary survey data and internal equity
• May also prepare special studies and/or reports and recommendations on subjects such as incentive compensation, bonus plans, or equity analysis, out of range summaries, and exemption summaries
• Total Rewards mailbox – The Compensation Analyst will monitor the inbox daily and answer questions or requests with a target of a response within 1 business day
• The Compensation Analyst will also categorize and archive all emails and send any email questions or requests that cannot be answered directly to other members of the Compensation team, Payroll, HRIS, Finance, and Human Resources
• Assist in the development of materials for the presentation of compensation information to senior management, including training decks for compensation program rollouts