Senior Compensation Analyst

At Greene, Tweed, you'll find the cutting-edge technology, world-class polymer expertise and endless advancement opportunities you'd expect from a multi-national industry leader. You'll find them all in an environment that embraces diversity in people and opinions, moves decision making to the point of impact, and celebrates your success.

If you enjoy continuous learning and are excited about working with and creating technological solutions, explore career opportunities with Greene, Tweed.

Essential Duties/Responsibilities:  

• Upholds knowledge of economic conditions, labor market trends, legislative landscape, and other factors related to ensuring the organization provides competitive and reasonable compensation scales and structures.  Responsible for compliance-related auditing and reporting as well as recommendations for action planning, when applicable (e.g. living wage audits, pay transparency requirements, etc.).
• Drives compensation recommendations globally for new hires, promotions, and transfers to ensure wages are market competitive and aligned with internal pay structures, equity and other relevant pay factors.
• Manages global recurring compensation-related processes including but not limited to - annual merit and bonus process, incentive planning, market adjustment initiatives, compliance analysis and recommendations, and progressional/promotional cycle. 
• Evaluates job profiles by reviewing descriptions, identifying appropriate slotting, and analyzing benchmark data both internally and externally to align with the market while ensuring positions are internally equitable.
• Examines compensation trends and develop recommendations supporting business initiatives and talent strategies.  In consultation with HR leadership and 3rd party partner(s), manage the overall global compensation structure and make recommendations for redesign or improvement.  Regularly analyze internal trends and determine adjustments to internal pay practices when appropriate.
• Provides compensation education to build organization’s understanding of compensation concepts and practices.
• Maintains knowledge of trends, developments, and best practices in compensation administration. Partners with external vendors as appropriate and manages 3rd party relationships and engagement as needed.
• Conducts both individual and large-scale equity reviews relative to market data, recommending appropriate job level, base, and incentive compensation
• Responsible for the submission, analysis, and consultation of market data salary surveys. Analyzes results and produce reports, complete with summarized findings and recommendations across multiple countries.
• Develops training and communications to promote new or revised compensation plans to the organization
• Serves as a Subject Matter Expert (SME) on all Compensation policies. Provides recommendations to the HR team and/or business when to implement. Provides counsel to HR on current trends and best practice.
• Participates in special projects such as reorganizations, acquisitions, across- the-board increase processes, etc.
• Partners with HR Technology team on system configuration of the compensation plans, job profiles, and testing in Workday.
• Partners closely with Talent Acquisition and Organizational & Talent Development teams to align talent attraction and retention strategies with total rewards strategy and practices.

Required Minimum Qualifications

Education/Certifications:  Bachelor’s Degree required in Human Resources, Finance, Economics, Statistics, Business, or related field. Certified Compensation Professional (CCP) preferred.

Skills and Experience: 

• 7+ years of solid experience with analysis and administration of global compensation and incentive programs required.
• Executive compensation design and plan management preferred.
• Strong analytical and problem-solving skills necessary, including advanced Excel skills and ability manage work independently.
• Demonstrated experience utilizing compensation theory, principles, and practices to perform independent analysis of programs using market data. Knowledge of pertinent law and regulations such as Civil Rights Act, Equal Pay Act, Fair Labor Standards Act, etc.
• Excellent verbal and written communication skills, presentation and facilitation skills, as well as interpersonal and consultative skills at all levels including executive presence.  Ability to distill large volumes of data into concise and easy to understand summary.
• Ability to manage global organizational and executive data with the highest level of confidentiality and discretion required.