Sr. Compensation Analyst
Current•Leads Comp platform implementations collaborating with IT, Workday team and vendors to determine data requirements, configurations, integrations, data conversations, and testing for systems functionality. •Develops project plans, communication plans, cutover plans, job aids and training for all platform implementations. •Analyze and tests current processes and systems to determine effectiveness and efficiency. Collects data, performs root cause analysis and proposes solutions. •Oversee process changes and documentation for SOPs, process flows, policies and procedures. •Liaison for Comp and Human Resources Business Partners, collaborating with the Workday Core Team regarding Workday configuration, troubleshooting, data audits and workflow changes and business processes. •Systems administrator for Comp job description, market pricing, total rewards tools and SharePoint site. •Collaborates with Human Resource Business Partners to advise executive/senior leadership and key stakeholders regarding compensation programs, practices and policies to ensure market competitiveness, strategic alignment, legal compliance and program sustainability. •Oversee and manage institution-wide variable pay programs and salary allocation budgets for market adjustments, promotion, demotions, bonuses and variable pay. •Serves as a liaison between the Comp Team and the Workday Core Team regarding Compensation configurations, report design, Comp systems implementations and institutional-wide projects that impact Comp. •Conducts analyzes to include competitive benchmarking, pay for performance, equity, eligibility, costing/modeling. •Lead institution-wide compensation projects, from conception through execution with enterprise-wide impact. •Collaborate with key stakeholders for the development, design and implementation of variable pay policies, programs and processes which supports institution initiatives. •Administer base and bonuses.
