Compensation and HRIS Analyst

 

Join Dura-Line, an Orbia business, in leading the charge for global connectivity! As the premier manufacturer of plastic conduit pipes, we create pathways that connect people and information worldwide in various markets. Every part of the manufacturing process is monitored with environmentally friendly sustainable efforts in mind. Quality, sustainability, and safety are paramount values at Dura-Line. Be part of our mission to Advance Life Around the World.

 

Compensation and HRIS Analyst

at Dura-Line (An Orbia Company)

 

Remote

 

Together, we create solutions that better connect people and information across the globe. No matter how big or small a role we each play, everything we do is connected to that shared purpose. Your work will help reinvent the future of cities and homes, link communities to data infrastructure, expand access to health and wellness, and create critical human connections between families and friends. Are you ready to build a rewarding career at Dura-Line?

The Compensation and HRIS Analyst is a key role within our People Team. Under the direction of the Global Total Rewards Director, this position is responsible for providing professional level analysis and support in the administration of compensation practices, policies, and programs across all levels of the organization.

 

What can you expect in a Compensation and HRIS Analyst role at Dura-Line?

 

• Evaluate and analyze job content and make recommendations on appropriate grade/level and (for US-based roles) exemption classification
• Perform market reviews to understand competitive pay positioning for selected roles
• Assist in the development and administration of salary structures and associated geographic differentials
• Consult with People Team members and other business leaders, advising on all compensation-related matters
• Assist with the rollout and administration of compensation programs and projects, as assigned
• Provide data insight, extraction and analysis as required to meet the needs of internal customers
• Monitor data integrity through comprehensive audits, performing root-cause analysis  and working with leadership team to implement solutions to mitigate future discrepancies

 

What is in it for you?

 

•        Competitive salary
•        IMMEDIATE Medical, Dental, Vision and Prescription benefits upon hire.
•        Generous 6% 401(k) match with an additional 3% contribution by Dura-Line. Did I mention that you are FULLY VESTED on day 1 also?
•        100% Employer Paid Life Insurance, Short-Term Disability and Long-Term Disability
•        Paid Vacation, Paid Sick time, Paid Holidays, Paid Volunteer Time
•        Paid Parental Leave
•        Tuition reimbursement after 1 year of service
•        ENDLESS professional growth potential with our GLOBAL family of Orbia companies.

 

What does Dura-Line need from you?

 

• Bachelor’s degree in human resources, business administration, statistics, economics or related field
• A minimum of 3-5 years of experience administering compensation principles, practices and structures
• Advanced analytical skills (Excel) with the ability to analyze, interpret and draw conclusions from large amounts of data from multiple sources.
• Working knowledge of Enterprise Resource Planning (ERP) systems. SuccessFactors experience strongly preferred.
• Comprehensive understanding of US wage and hour laws
• Excellent written and verbal communication skills
• Ability to support global business processes, while understanding and providing consideration for local and/or regional differences
• Familiarity with Willis Towers Watson (WTW), Korn Ferry and Mercer surveys preferred.
• Solid organizational skills and strong attention to detail.

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All employees are subject to pre-employment Background Check and Drug Screening and employment is contingent upon successful clearance of both. Dura-Line is an Equal Opportunity Employer and participates in the federal E-Verify program to verify the work eligibility of all new hires.

Dura-Line will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proc