Senior Compensation Analyst

Job Posting:

Since 1953, Ferguson has been a source of quality supplies for a variety of industries. Together We Build Better infrastructure, better homes and better businesses. We exist to make our customers’ complex projects simple, successful, and sustainable. We proactively solve problems, adapt and grow to continuously serve our customers, communities and each other. Ferguson, a Fortune 500 company, is proud to provide best-in-class products, service and capabilities across the following industries: Commercial/Mechanical, Facilities Supply, Fire and Fabrication, HVAC, Industrial, Residential Trade, Residential Building and Remodel, Waterworks and Residential Digital Commerce. Ferguson has approximately 36,000 associates across 1,700 locations. Ferguson is a community of proud associates who operate with the shared purpose of building something meaningful. You will build a career that you are proud of, at a company you can believe in.

Ferguson is looking for a Senior Compensation Analyst to join the Total Rewards Center of Excellence (COE), responsible for handling the design, administration, and governance of Ferguson’s compensation programs. This position reports to the Director of General Compensation and will collaborate with the Total Rewards COE, HRIS, Compensation Operations, HR Business Partners, and other areas across Ferguson.

Ideally, this person will come from a fast-paced environment with an orientation toward continuous process improvement and analytics. The person will be comfortable within a growing, somewhat ambiguous organizational structure and can deal with issues like pay transparency and evolving compensation priorities.

Location:

This role is approved to be fully remote and can be based anywhere in the United States.

Responsibilities:

• Supports compensation initiatives ensuring compliance of compensation programs and practices with regulatory requirements and increase compensation effectiveness through improved processes and technology.
• Conduct market pricing using survey data (e.g., Mercer, Radford, WTW) to assess competitiveness and maintain internal equity.
• Support the strategy, design, and policy development of compensation and incentive programs which include career framework, job architecture, position evaluation, salary structures, reward structure, and market pricing studies.
• Review and ensure alignment to compensation guidelines, salary structures, and governance practices.
• Partner with the HR Operations team on activities resulting from Total Rewards projects, job creation and updates to existing structures and programs.
• Support changes to existing compensation programs to ensure alignment with organizational objectives.
• Assists with improving the compensation processes, focusing on improving efficiency, reducing exceptions, and automating processes.
• Support the development and implementation of innovative education, tools, guidelines, and communication approaches to promote understanding and awareness.
• Ensure adherence to federal, state, and local laws (e.g., FLSA, pay equity, transparency laws).
• Maintain documentation and audit-ready records of compensation decisions and processes.
• Responsible for other compensation-related programs and research activities.

Qualifications:

• 5-7 years of compensation or equivalent work experience required.
• Act as a trusted resource to build and maintain positive and productive working relationships with stakeholders at all levels of the organization (excellent written and verbal communication skills).
• Effective at influencing, facilitating, and problem-solving.
• Excellent attention to detail and analyzing data.
• Experience with Workday preferred.
• Ability to organize and prioritize work efficiently.
• Strong experience with Excel, and experience with other Microsoft Office software (Outlook, Word, PowerPoint).
• Has obtained or working towards PHR, SPHR, SHRM-CP or CCP preferred.
• Commitment to and passion for excellence.
• Ability to understand challenges or underlying concerns, share ideas and work cross-functionally.
• Drive to prioritize and deliver.
• Problem-solving and learning mentality.
• Positive, team-oriented attitude.

At Ferguson, we care for each other. We value our well-being just as much as our hard work. We are committed to a holistic approach towards benefits plans and programs that support the mental, physical and financial well-being of our associates. Our competitive offering not only includes benefits like health, dental, vision, paid time off, life insurance and a 401(k) with a company match, but our associates also enjoy additional meaningful and inclusive enhancements that are