Senior Compensation Analyst I

Job Description:

Providing for loved ones, planning rewarding retirements, saving enough for whatever lies ahead – our policyholders count on us to be there when it matters most. It’s a big ask, but it’s one that we have the power to deliver when we work together. We collaborate and innovate – pushing one another to transform not just Pacific Life, but the entire industry for the better. Why? Because it’s the right thing to do. Pacific Life is more than a job, it’s a career with purpose. It’s a career where you have the support, balance, and resources to make a positive impact on the future – including your own.

We’re actively seeking a talented Senior Compensation Analyst to join our HR Compensation team in Newport Beach, CA or Omaha, Nebraska (hybrid work schedule).  

As a Senior Compensation Analyst, you’ll play a key role in Pacific Life’s growth and long-term success through job evaluations, annual compensation administration, market pricing/salary survey administration, and advising HR Business Partners on compensation policies and practices. You will be responsible for researching, analyzing, and evaluating market data, internal data, and compensation trends to ensure our compensation structure aligns with our business objectives and industry standards. You will conduct pay analyses and ensure compliance with relevant laws and regulations. 

How you’ll help move us forward:

• Administer annual salary and incentive programs.
• Administer market pricing system & survey participation
• Conduct broad-based market pay, salary equity, and/or compensation administration/program studies.
• Conduct market pricing (job evaluation) analyses for jobs throughout the company.
• Work closely with HR Business Partners and leaders to assess organization needs and to advise them regarding application of compensation policies and practices to promote employee attraction and retention.
• Prepare compensation program communication materials.

Job Evaluations

• Interview managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
• Assess jobs and their respective duties to determine Job Family, Job Level, and FLSA classification and benchmark against market compensation data to determine appropriate compensation ranges.
• Communicate pay decisions and job evaluations to HR Business Partners.

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Annual Merit & Bonus Plan Administration

• Lead the design of Workday system enhancements and partner with HRIS team to communicate configuration needs, conduct testing, and troubleshoot issues.​
• Create and manage project plan.
• Develop communications and training for internal HR partners, people leaders and employees.
• Support Leaders and HR Business Partners with data analysis to foster our pay for performance culture.

Compensation Administration

• Implement market studies (gathering recommendations from leaders, creating communication materials, and processing employee changes).
• Perform routine audits of employee and job compensation data to maintain data integrity, implement changes and communicate to stakeholders.
• Document compensation procedures with an emphasis on continuous process improvement.

Salary Survey Administration & Market Analysis

• Participate in compensation surveys and analyze survey results/trends to benchmark and determine our competitive position and identify gaps or opportunities.
• Manage market pricing system to include survey data maintenance, survey participation, aging & job level mapping methodology, and data integrity/maintenance.
• Ensure compliance with federal, state, and local laws and regulations regarding compensation.

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The experience you bring:

• BS/BA in Business. Specialization in Human Resource Management, Finance, or related experience is preferred.
• Five (5) years of cumulative experience specializing in Compensation.
• Ability to partner with business leadership and collaborate with multiple stakeholders within the organization.
• Strong knowledge of HR practices and labor legislation.
• Deep understanding of how system components interact within HR applications and the ability to foresee the downstream effects of changes.
• Exceptional customer service and verbal/written communication.
• Comfort making compensation adjustment recom