Compensation Senior Analyst

OUR MISSION AND PERFORMANCE EXPECTATIONS
At Sevita, we believe that everyone deserves to live well. For more than 50 years, our team members have provided home and community-based health care for adults, children, and their families across the United States. Our extraordinary team offers innovative, quality services and support that lead to growth and new opportunities for the people we serve and for our employees.


SUMMARY
The Compensation Senior Analyst assists with and/or leads ongoing compensation system enhancement, reporting, and implementation initiatives to support a wide variety of compensation programs such as base pay, variable pay and other programs that align with the organization’s total compensation objectives. This role has emphasis on the systems/technical aspects of successful compensation administration as well as oversight of key processes such as job title and description management, minimum wage compliance, survey cycles, market assessment, and salary structure administration.

ESSENTIAL JOB FUNCTIONS
To perform this job successfully, an individual must be able to satisfactorily perform each essential function listed below.

• Develops and prepares reports and analysis on compensation program performance and cost in a variety of areas such as base pay, short- and long- term incentives, budget performance, and market positioning.
• Administration of annual, quarterly, or monthly incentive programs. Prepares files for incentive planning, inputs performance results, prepares reports, interfaces with financial group, business leaders, and payroll, and ensures streamlined processes and excellence in internal client support. Provides reporting for accrual processes.
• Participates in wage and salary surveys, and ensures on-line survey resource is refreshed with current company, job, and other related information. Conducts market analysis, and extract data for reporting. Researches and assigns geographic differentials.
• Performs audits to ensure positions are classified appropriately according to FLSA guidelines, or other audits in accordance with compliance requirements. Provides guidance to HR community on maintaining compliance and ensures required updates are implemented.
• Team interface with HRIS team in select areas such as job title setup, job description library management; uploads information to support compensation practices such as salary ranges, and bonus targets.
• Manages select tables in the HRIS system, such as minimum wage tables, and provides testing assistance on system upgrades. Provides minimum wage reports to HR teams, tracks minimum wage changes and calculates budgets for use in Finance.
• Updates compensation tools for use in HR community and by business leaders.
• Assists with Acquisition due diligence and implementation.
• Leads on development of PowerPoint presentations, with relevant graphics and assembly of information to present a cohesive story; supports Compensation Committee material production.
• Supports other initiatives as needed within the compensation and total rewards teams.
• Performs other related duties and activities as required.


SUPERVISORY RESPONSIBILITIES
• None


Minimum Knowledge and Skills required for the Job
The requirements listed below are representative of the knowledge, skill, and/or abilities required to perform the job.

Education and Experience:
• Bachelor’s degree in business administration or related field
• 5+ years of relevant experience preferred, in related area of finance, human resources, compensation
• Prior experience in a compensation environment of 2 or more years, and knowledge of compensation practices
• Able to grasp and work within system functionality, such as to set up merit increases or bonus processes, manage tables, and audit
• Team player on a small team, with ability to shift priorities and deadlines as needed
• Dayforce system knowledge preferred, or other comparable HR system
• Payfactors system knowledge preferred

Certificates, Licenses, and Registrations:
• N/A

Other Skills and Abilities:
• Requires strong analytical, critical thinking, HRIS, communication and Excel skills, and strong ability to manage against deadlines, and to maintain schedules for key, visible initiatives
• PowerPoint skills

Other Requirements:
• Travel as needed


Physical Requirements:
• Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.