Executive Compensation Analyst jobs in Lancaster, PA

Company Statement

Overview

As Director (Head) of Compensation and People Technology, you will oversee and optimize our organization's compensation strategy and HR technology on a global scale. This role will play a crucial part in designing competitive compensation programs, leveraging advanced technology solutions, and ensuring our compensation strategy and our HR technology platforms are aligned to support our business objectives and talent management initiatives. This is a hands-on role that will have direct oversight for the Graham’s global compensation and HR systems supporting over 5,000 colleagues domestic and international.  You will lead a small team of professionals and manage external partners

Responsibilities

Compensation:

• Ownership of Graham Packaging Company (GPC) compensation strategy, programs, practices, and policies to ensure competitive designs that align with the company’s short and long-term goals and objectives that reinforce our One Graham Model.
• Develop, implement, and deliver GPC’s global compensation programs (salaried & hourly) to include but not limited to: base pay, incentives, bonuses, rewards & recognition and compensation analytics.
• Design and implement compensation programs that are compelling, externally competitive, internally equitable, and locally compliant. Partner with Business & HR Leaders to assess labor market trends, competitive practices, and benchmarks and present findings/recommendations to senior leadership. Conduct ongoing research for improving effectiveness of compensation plans as it relates to market competitiveness to attract and retain employees.
• With an ownership mindset, acts as an internal consultant to the business and HR partners by providing advice and counsel on compensation programs, policies, and practices in support of the objectives and operations of a global business.
• Manage and execute annual compensation projects and programs including participation in established salary and hourly pay surveys, market reviews, and pay structure updates.
• Lead and deliver the annual merit/bonus process including budgets and guidelines, communications, delivery via SAP SuccessFactors compensation planning, and coordination with payrolls to deliver rewards.
• Develop and implement compensation communications, education/training, plan documents, and reporting and analytics.
• Deliver a consistent job evaluation methodology and execute evaluations for new and changed roles across the organization.
• Partner with Benefits Team to drive a Total Rewards approach.
• Develop and manage financial models and analytics to best leverage compensation programs and budgets. Enable data-driven decisions based upon financial models, databases, and analytical tools. Evaluate compensation tools and systems that could add value to GPC.
• Partner with CHRO on Executive Compensation design and administration.

People Technology:

• • • Provide visionary leadership to develop and execute a comprehensive people technology strategy aligned with the organization's HR objectives and business goals.
    • Plan, Implement, Optimize, and manage GPC’s HR systems including SAP SuccessFactors, iCIMS, Litmos and others.
    • Collaborate with HR, Finance, and IT Leaders and business stakeholders to identify people technology needs, opportunities, and challenges, provide innovative solutions, and ensure seamless integration with existing systems and processes.
    • Oversee global optimization of SAP SuccessFactors modules and other people technology to meet the evolving needs of the organization.
    • Develop and execute change management strategies to facilitate user adoption and maximize the benefits of our technology platforms.
    • Lead a small team of professionals and manage the work of external partners to ensure that our technology is fully supported in the most efficient manner.
    • Ensure a change control framework and process is followed so all stakeholders are aligned on system changes and work is prioritized appropriately based on needs.
    • Drive our people analytics strategy forward to provide useful insights, trends, and metrics to managers, leaders, and employees to help make better data-informed decisions and enable strategic planning.
    • Ensure compliance with regulatory requirements, data privacy laws, and industry standards in the management and usage of HR technology platforms.

Qualifications

• BA/BS degree required in HR, Accounting, Finance, or related field.
• Certificated Compensation Professional (CCP) strongly preferred.
• At least 7 years’ progressive experience in a large & complex organization with a centralized multinational compensation department and 4 years of management level experience.
• Experience in design and implementation of compensation programs, plans, and structures across multiple geographies.
• Experience developing strategic partnerships with senior management and influencing key business decisions.
• Experience using HR technology including SAP SuccessFactors, Litmos, iCIMS preferred.
• Experience selecting and using compensation tools preferred.
• Experience with international compensation
• HR Business Partner experience a plus

Knowledge / Skills / Abilities

• Ability to build and present compelling business cases to executive leadership.

Compensation Statement

Benefits Statement

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