Senior Compensation and Rewards Analyst

Bel, makers of iconic brands including Babybel, The Laughing Cow, Boursin, Kaukauna, Merkts, Price's and GoGo squeeZ, is a growing global company that values your contributions, strives to create a sense of belonging for everyone and offers career growth and development opportunities, as well as competitive total compensation and meaningful well-being benefits from day one. For All, For Good, our company signature, reflects Bel’s commitment to Purpose*Full Snacking, sustainability and responsible food for all. The company has headquarters for it's cheese business unit in Chicago and offices for GoGo squeeZ in New York City. Bel operates four US manufacturing plants in Little Chute, WI, and Brookings, SD, Nampa, ID, and Traverse City, MI.

#IWorkForAllForGood

 

Job Description Summary: 

Under general supervision, the Sr. Compensation and Rewards Analyst participates in the design, implementation, and administration of compensation, mobility, and other cash-based employee benefit programs for the organization. This position requires strong analytical skills, market research capabilities, and a comprehensive understanding of compensation principles. The Sr. Compensation and Rewards Analyst ensures that the organization's compensation programs are competitive, equitable, and aligned with business objectives. This is a hybrid role based in Chicago.

 

Job Responsibilities & Tasks:

• Conduct position analysis to establish FLSA status, salary grade assignment, and EEO classification to ensure legal compliance, internal equity, external competitiveness, and alignment with organization compensation strategy.

• Lead the development and maintenance of salary structures, grade assignments, and market alignment of both.

• Provide guidance to HR Business Partners on job analysis, job offers, promotions, salary adjustments and career development from a compensation program lens; apply knowledge of market, pay equity principles, and organization programs.

• Participate in compensation surveys; identify and recommend appropriate surveys or changes in vendors; incorporate compensation survey data into compensation processes.

• Lead the annual merit and bonus planning processes working collaboratively with HRIS, HR Business Partners, and Groupe Compensation.

• Participate in the ongoing analysis of organization pay practices to understand program efficacy, make recommendations for improvement, and to ensure compliance with a variety of both legislated and organizational pay requirements.

• Participate in the development and administration of cash and indirect cash rewards programs including but not limited to, allowance benefits, reimbursement benefits, and cash based recognition programs.

• Develop, recommend, and implement as approved, organization wide mobility administration procedures to support the full life cycle of expatriate assignees and domestic relocations.

• Develop and administer a variety of organization wide mobility programs including expat agreements, pay and salary changes, visa status, onboarding, offboarding, annual taxation and collection, and relocations; may also participate in the administration of VIE placement and domestic relocations.

• Comply with all company policies, work rules, safety expectations, and other similar requirements.

• Promote the organization’s core values through personal demonstrated expression of behaviors and the integration of the core values into processes, policies, and decision-making.

• Perform other duties as assigned.

 

Key Performance Indicator (KPI):

• Market competitiveness

• Pay equity

• Cost management

• Effectiveness

 

Position Requirements:

EDUCATION

• College graduate level reading comprehension, mathematical skills, analytic ability, and subject matter expertise acquired through job related experience.

• Certified Compensation Professional designation (CCP).

 

EXPERIENCE

• At least five (5) years of experience developing and administering compensation or rewards programs in a corporate environment.

• Experience developing, implementing, and administering wage progressions in a manufacturing or similar environment.

 

SKILLS

• Strong knowledge of compens