Compensation Analyst

pSemi Corporation is a Murata company driving semiconductor integration. pSemi builds on Peregrine Semiconductor’s 30-year legacy of technology advancements and strong IP portfolio but with a new mission—to enhance Murata’s world-class capabilities with high-performance semiconductors. With a strong foundation in RF integration, pSemi’s product portfolio now spans power management, connected sensors, optical transceivers, antenna tuning and RF frontends. These intelligent and efficient semiconductors enable advanced modules for smartphones, base stations, personal computers, electric vehicles, data centers, IoT devices and healthcare. From headquarters in San Diego and offices around the world, pSemi’s team explores new ways to make electronics for the connected world smaller, thinner, faster and better.

Job Summary:

Under the direction of the Sr. Manager, Total Rewards & HR Operations, the individual in this position will be responsible for the day-to-day administration, analysis and oversight of pSemi compensation programs as well as partnering with the Sr. Manager, Total Rewards & HR Operations on the planning, design, development and implementation of sustainable, new compensation programs, structures, policies and procedures to support the company's goals.

Roles & Responsibilities

• Administer companywide base pay and bonus programs including performance review, compensation review and incentive programs
• Manage the administration of direct compensation (executive, international, exempt and nonexempt cash compensation programs) including the processing, recording and reporting of compensation-related actions
• Create and regularly update pay ranges for all jobs
• Manage and administer all compensation projects such as survey participation with third party market data platforms (e.g., Radford, PayScale/PayFactors)
• Develop and document procedures to streamline processes and ensure compliance with regulatory requirements and work with HR managers to educate managers
• Support the preparation of materials for the compensation committee and executive team on various compensation topics
• Provide consultative support to HR Business Partners, business leaders and employees to resolve compensation questions
• Partner with Compensation Business Partner on compensation-related processes including but not limited to internal equity analysis, gender equity evaluation, job description benchmarking, job analysis and desk audit to accurately benchmark new and evolving jobs and job families
• Work with HRIS and IT staff to ensure that the HRIS system meets compensation needs and is updated to reflect changes to salary structures, bonus programs, etc.
• Continually evaluate programs & processes to identify opportunities to increase efficiency & accuracy
• Keep apprised of federal, state and local compensation laws and regulations to ensure company compliance
• May provide support to HRIS, payroll or employee benefits programs and other HR related tasks

Competency Requirements

In order to perform the job successfully, an individual should demonstrate the following competencies:

• Critical Thinking: Skilled at finding logical flaws in arguments and plans; identifies problems and solutions that others might miss; provides detailed insight and constructive criticism into problems and complex situations
• Working with Ambiguity: Achieves forward progress in the face of poorly defined situations and/or unclear goals; able to work effectively with limited or partial information
• Solving Complex Problems: Breaks down large problems into smaller, more manageable components; identifies key factors that influence the viability of different solutions; clarifies information needed to solve problems
• Displaying Technical Expertise: Keeps his/her technical skills current; effectively applies specialized knowledge and skills to perform work tasks; understands and masters the technical skills, knowledge, and tasks associated with his/her job; shares technical expertise with others
• Accepting Responsibility: Takes accountability for delivering on commitments; owns mistakes and uses them as opportunities for learning and development; openly discusses his/her actions and their consequences both good and bad

Minimum Qualifications (Experience and Skills)

• Minimum of 5 years of U.S. compensation administration experience
• Critical thinking, strong analytical and problem-solving skills, ability to analyze and distill data and feedback from varying sources, identify trends, and communicate recommendations
• Experience with a variety of compensation vehicles and programs including merit increases, bonus programs and equity compensation
• Advanced MS Office skills (Expert