Senior Compensation Analyst, Renaissance

• If you enjoy analyzing data, ensuring data integrity, making recommendations and solutions that help to retain, reward, and recognize employees, this is the place for you!
• Thorough knowledge of and experience with compensation structure and plan designs including pertinent federal and state regulations
• More than eight years of demonstrated ability in compensation consulting, program design and implementation
• Excellent attention to detail and accuracy; ability to handle multiple tasks, shifting priorities and ambiguity while remaining flexible
• Proficient in HR systems, MS Office, with advanced skills in Excel
• Ability to work with critical information and maintain confidentiality

Desirable

• The Senior Compensation Analyst is a senior-level professional who is responsible for day-to-day management and client facing support of the company's global compensation programs
• Renaissance is searching for a Senior Compensation Analyst who has demonstrated outstanding consultative skills, attention to detail and strong communication skills to support business growth through the design, implementation, and administration of compensation, sales compensation, incentive, equity, and reward and recognition programs
• The Senior Compensation Analyst is a critical member of the Compensation team and will report to the Director of Compensation. This is a great opportunity to be part of a private equity owned company that has grown rapidly through acquisitions
• Serve as a compensation subject matter expert, responsible for providing expert guidance on compensation strategies and practices to teams across the globe
• Stay current on industry trends, best practices, and legal requirements related to compensation, and using that knowledge to advise client group to optimize their compensation programs
• Lead and participate in projects to develop, implement, and monitor compensation programs including pay-for-performance, pay equity, salary structure creation and modeling, and complex costing scenarios for incentive plans, ensuring alignment with the Renaissance pay philosophy and balanced with market trends
• Establish and maintain effective working relationships across the company. In particular your partnership with HR Business Partners, People Relations Managers and other HR Centers of Excellence are especially important for the HR organization to provide a seamless/expertise-driven experience to leaders
• Partner with Finance to develop monthly incentive accruals
• Lead the global annual salary planning process and short-term incentive calculations, including system configuration and testing, data manipulation and audit, coordination with payroll, and development and distribution of leadership and employee communications
• Evaluate and market price jobs to identify appropriate salary grade assignment and career path level and provide guidance and consultation to managers (including offer recommendations, FLSA exemptions, job revisions, etc.)
• Partner with your peer and the company’s legal, HR, payroll, accounting, tax, treasury and finance teams on stock/equity-related processing, compliance, and reporting (e.g., monthly, quarterly, and yearly reconciliation of records between the equity administration platform and internal systems). This may involve the day-to-day administration, timely recording of new equity awards, exercises, sales, cancellations, and forfeitures
• Assess sales compensation practices and ensure appropriate pay mix by role and market trend
• Ensure job descriptions are kept current by auditing jobs for content and working with managers to prepare job descriptions reflecting job responsibilities, activities, duties, and requirements
• Develop and deliver compensation programs to management, conduct HR train the trainer sessions, and coach employee groups on compensation practices
• Ensure programs align with business objectives and follow all applicable laws and regulations