What are the responsibilities and job description for the Senior Compensation Analyst position at 900 CMH Services Inc.?
Senior Compensation Analyst
The Senior Compensation Analyst advances the analysis, design, and administration of Clayton’s compensation programs, including base pay and incentive pay programs as well as providing pay adjustment recommendations. This role is assigned to support the Financial Services business units (Vanderbilt Mortgage, Silverton Mortgage, and HomeFirst Agency) and serves as the primary liaison for the Corporate Compensation team with Financial Services Total Rewards team, HR partners and hiring managers. This role is expected to communicate pay practice information and serving as an authoritative resource when questions arise. Under the general guidance of the Corporate Compensation Manager and in collaboration with the Financial Services Total Rewards leader, the Senior Compensation Analyst works independently to accomplish a variety of projects and assignments in support of the Compensation team’s goals. The Senior Compensation Analyst helps the Corporate Compensation Manager grow and improve the compensation program.
Senior Compensation Analyst Requirements
Education: Bachelor’s degree or equivalent experience required
Years of Related Experience: Minimum 4-7 years related Human Resources experience; 2-3 years direct compensation experience required
Senior Compensation Analyst Skills
- Experience using compensation surveys and market data to evaluate jobs required
- Experience applying FLSA DOL job classifications
- Experience with job architecture or career frameworks preferred; experience reviewing and editing job descriptions required
- Experience with short term incentives preferred
- Ability to manage projects; some large-scale projects
- Strong conflict resolution skills
- Ability to influence and gain acceptance of compensation practices
- Ability to multi-task and prioritize
- Strong interpersonal skills; ability to establish positive relationships across the enterprise and with outside vendors
- Strong written and verbal communication skills
- Excellent analytical skills
- Experience conducting research and analyzing data
- Self-directed with ability to work autonomously on projects; ability to maintain attention to detail on multiple, simultaneous projects and priorities
- Effective problem-solving skills
- Intermediate skills with MS Excel
- Ability to maintain confidentiality of sensitive information
Senior Compensation Analyst Job Functions
Compensation Administration & Practices
- Serve as a highly knowledgeable and trusted advisor on compensation strategy, compensation practices, pay plans, job evaluation, and job architecture with customer base.
- Serve as the primary Corporate Compensation contact for Financial Services leaders.
- Partner with Financial Services Total Rewards leader on incentive pay plans.
- Develop strong connections and credibility with cross functional teams and stakeholders through active listening, empathy, and a collaborative mindset.
- Leverage strong interpersonal skills to influence decisions and align solutions with business objectives.
- Navigate complex challenges with tact, balancing business needs with compensation strategy.
- Lead projects of moderate complexity.
- Research and evaluate compensation structures, salary surveys, salary increases, job evaluations and short-term incentive plans; provides recommendations and feedback to leaders and team.
- Review positions across business units for consistency with strategy and salary structures; provides base and TCC recommendations for leadership for new and existing team members; prepares pay plan/pay mix options per business unit request.
- Exhibit high level of knowledge on DOL and FLSA regulations related to overtime, minimum wage, pay transparency, and exemption classification; help confirm associate/intermediate FLSA recommendations as needed.
- Assists junior colleagues with completing and submitting compensation data to survey providers; may complete and submit survey data if needed.
- Research options for new compensation surveys in partnership with the Compensation Manager.
- Develops leadership and training activities related to compensation management for internal customers.
- Monitor compensation trends and analyze Clayton’s position as compared to other employers using data provided in compensation surveys and other valid sources.
- Collaborate with vendors; build and maintain relationships, participate in subscription discussions, work with leadership to interview and assess new partners.
Job Evaluations (Ongoing)
- Promote and lead job architecture, job profiles, and job evaluation process with HR partners and hiring managers with a heavy focus within Financial Services.
- Provide guidance and advice to leadership in drafting accurate job descriptions; write and revise job descriptions as necessary for leaders.
- Identify needs of leaders through questions, answers, and subtle cues and tailor conversations to address their inquiries and/or concerns.
- Develop strategy to upskill Business Unit HR Partners with regards to job architecture, job profiles and job evaluation needs.
- Work with HR partners and hiring managers to evaluate new jobs and existing jobs against market data to determine placement in job architecture, grade level, FLSA exemption status, and position level; eventual focus on professional and management level roles.
- Perform evaluations of multiple positions across departments or business units to ensure consistent application across business units; monitor impacts of changing criteria of a role to business units and job architecture.
- Evaluate complex roles or senior leadership jobs in conjunction with manager.
- Assist Associate/Intermediate Compensation Analysts with more complex evaluations or in a coach/mentor capacity at the direction of compensation leaders.
Annual Compensation Review
- Lead annual compensation review projects for Financial Services; develop timeline and project plan with manager in coordination with overall annual reviews.
- Prepare merit data and supporting information for annual comparison strategies.
- Review salary structure; pull labor market data, and evaluate grades levels and positions to ensure that philosophy is meeting targets; assign pieces of this work to Intermediate Compensation Analyst.
- Identify areas of opportunity within positions or pay strategies to discuss with leaders.
- Review market and labor data to make recommendations around potential annual increases and salary adjustments.
- Plan with others in department to offer guidance to business unit leaders navigating annual pay change processes and helps review or administer special requests.
- Support Corporate Compensation Manager with oversight of compensation management platform to ensure consistent and accurate data management.
- Assist leadership with the development of communication strategy as it relates to compensation.
Research, Reporting, Analytics and Presentations (Ongoing)
- Research complex situations as they arise and assist in developing recommendations related to aspects of compensation philosophy, historical practices, similar situations, new practices, etc.
- Use available systems (HRIS, Compensation Management Platform) to run reports to analyze compensation data and market pay rates regularly.
- Handle more complex audits as requested by compensation leadership.
- Provides analytical support and data analysis on complex projects and HR metrics.
Level 13
Compensation Analyst III
Corporate Shared Services
Why Clayton?
Full-time team members have the flexibility to create their own health, dental, and vision benefits package. Clayton provides competitive 401K programs, including investment options and company matching for full and part time employees after one year to help our team members achieve their financial goals. Additional benefits include paid parental leave, tuition reimbursement, Employee Assistance Programs, and more.
As part of Clayton’s commitment to Opening Doors to a Better Life, Clayton is now providing paid time for Team Members to volunteer to causes that are meaningful to them through the Clayton Impact program.
Clayton is proud to have earned spots on the following Forbes lists: America’s Best Employers, America’s Best Employers by State, Best Employers for Diversity, Best Employers for Women.
At Clayton, we encourage holistic wellness with physical, nutritional, social, financial, spiritual and occupational programs available online or in-person for team members.
Clayton’s Home Office campus offers an onsite restaurant, onsite fitness facility with full gym, in-person and virtual workout classes, yoga / barre studio, volleyball and basketball courts, walking paths, and a disc golf course.
Clayton is committed to a diverse and inclusive workplace. Clayton is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.
Business Unit - B00015
Shared Services
