What are the responsibilities and job description for the Compensation Analyst position at Robert Half?
Robert Half's full-time Engagement Professionals division is aggressively seeking multiple compensation analysts for a year long project. To qualify for the role you must have Three to five years of experience administering compensation principals, practices and structures. Advanced analytical skills (Excel) with the ability to analyze, interpret and draw conclusions from large amounts of data from multiple sources. Comprehensive understanding of US wage and hour laws and the Fair Labor Standards Act (FLSA). Excellent written and verbal communication skills and the ability to interact, collaborate and influence stakeholder decisions. Solid organizational skills and strong attention to detail.
Responsibilities
Evaluate job content and make recommendations on appropriate grade/level and exemption classification.
Assist in survey participation for the Americas region. Familiarity with WTW, Korn Ferry and Mercer surveys preferred.
Research and interpret data from multiple sources to deliver actionable insights and solutions.
Perform market reviews to understand competitive pay positioning for selected roles.
Consult with People Team members and present findings on a wide variety of compensation matters.
May be involved in the development and administration of salary structures, geographic differentials, incentive plans, and annual compensation cycles.
May instruct stakeholders on the workings of compensation programs, initiatives and making thoughtful pay decisions.
Experience with sales compensation a plus.
Responsibilities
Evaluate job content and make recommendations on appropriate grade/level and exemption classification.
Assist in survey participation for the Americas region. Familiarity with WTW, Korn Ferry and Mercer surveys preferred.
Research and interpret data from multiple sources to deliver actionable insights and solutions.
Perform market reviews to understand competitive pay positioning for selected roles.
Consult with People Team members and present findings on a wide variety of compensation matters.
May be involved in the development and administration of salary structures, geographic differentials, incentive plans, and annual compensation cycles.
May instruct stakeholders on the workings of compensation programs, initiatives and making thoughtful pay decisions.
Experience with sales compensation a plus.
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