Compensation Analyst Associate

GENERAL SUMMARY :

Responsible for researching, analyzing, and administering compensation and recognition programs to attract, retain and motivate exceptional talent. Assists the Director Compensation and Benefits with the review, design, implementation, maintenance, and administration of Kinecta Federal Credit Union's (the Credit Union) reward and recognition programs, practices, communications and projects.

NATURE AND SCOPE OF POSITION :

This position works with ongoing supervision and direction and is authorized to take reasonable actions necessary to carry out assigned responsibilities, provided such action is consistent with the policies and procedures of the Credit Union.

SUPERVISORY RESPONSIBILITIES :

There are no direct supervisory responsibilities; however, position may be expected to lead specific processes and event planning activities by coordinating the work of vendors and peers as needed.

ESSENTIAL DUTIES AND RESPONSIBILITIES :

• Administers reward, compensation and human resource programs by tracking, monitoring, reporting, and uploading relevant program and employee data to vendors, departments and coworkers as needed.
• Assists in crafting, updating, and disseminating employee communications related to reward and recognition, compensation and Human Resources programs and activities.
• Supports annual merit and bonus planning by auditing employee data for accuracy, assisting with planning tool setup and compiling planning reports, statistics and charts summarizing results for leaders.
• Conducts and compiles market research and data to help ensure Kinecta's practices, compensation, and benefits are competitive and compliant.
• Assists with competitive efforts by participating in compensation, benefits, and practice surveys. Maintains library of survey results, compliance trends and research conducted.
• Compiles monthly detail reports and metrics on compensation trends for HR business partners and senior management.
• Develops and analyzes reports to assist the business with headcount, trends, and workforce planning.
• Assists with compliance efforts by compiling and reporting on compensation and diversity data as required. Ensures compliance posters are properly disseminated and displayed.
• Assists Sr Compensation Analyst in calculating incentives and commission as needed.
• Assists Human Resources peers with compensation and reward program inquiries or issues.
• Participates in compensation and benefit projects as needed.
• Assists in conducting RFPs to find efficiencies and cost savings.
• Other duties as assigned.

NON-ESSENTIAL DUTIES AND RESPONSIBILITIES :

Performs other duties including special projects as assigned.

MINIMUM QUALIFICATIONS

Knowledge, Skills and Abilities :

Education, Training and Experience :

Potential candidates for this position must meet the following requirements :

One year of relevant professional-level work experience may be substituted for one year of required education.

WORKING CONDITIONS :

PHYSICAL ABILITIES, MENTAL DEMANDS, AND WORK ENVIRONMENT

Must be able to exercise sound judgment, effectively plan and be well organized, have excellent oral and written communications skills, work well under changing timelines, take the initiative and be flexible and cooperative. Accuracy, timeliness and maintaining confidentiality related to member, employee information and company records is required.

While performing the job duties of this position, the employee is regularly required to sit; talk or hear in person and by telephone; use hands to operate standard office equipment; reach with hands and arms; lift minimum 10 lbs.

The employee is frequently required to walk and stand. Vision abilities required by this job include close vision and the ability to adjust focus to read and operate office equipment, as necessary. The employee works under typical office conditions and noise levels.

Disclaimer :

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.