COMPENSATION ANALYST

Bayview is hiring for a Compensation Analyst. The Compensation Analyst will engage cross-functionally with Human Resources, business leaders and Finance to support the development, design, analysis and administration for all compensation programs and policies. This support includes, but not limited to, job evaluations, position grading, classification of salary bands, job families, incentive programs, pay equity, and annual merit review processes. In addition to these responsibilities, this role will be responsible for providing guidance and consultative services in partnership with the SVP, Human Resources, VP, HR and D&I and HR Strategic Partnership Team, to business leaders.

• Work closely with HR leadership and HR Business Partners and Finance to develop compensation programs, processes, governance, equity initiatives and related activities on an ongoing basis.
• Conduct market pricing and benchmark jobs against survey data and other market intelligence to determine appropriate compensation ranges for positions.
• Participate in the development the company’s compensation philosophy and ensure that roles are categorized in the appropriate salary band, grade, title and job families.
• Partner with HR leadership, HR Business Partners and company leaders to provide guidance in the development of new incentive plans and in the review of current incentive plans. Ensure that the appropriate approvals are received for all new incentive plans and any changes to existing plans.
• Administer, maintain and provide governance for all incentive plans. Update plans on an annual basis.
• Partner with multiple leaders to collect, submit and audit monthly incentive program data. Collaborate with Payroll to ensure that monthly incentives paid.
• Submit annual compensation surveys and present key findings to HR leadership.
• Evaluate jobs. Verify ranking by comparing it to industry market data concerning the ranking, and adjust if necessary. On the basis of required tasks and forecasted business plans, develop a matrix of jobs crossing lines and departments. Compare the matrix with data from both the company structure and the industrywide market.
• Determine job grades. Establish the number of levels - senior, junior, intermediate, and beginner - for each job family and assign a grade to each level. Determine the number of pay grades, or monetary range of a position at a particular level, within each department.
• Establish grade pricing and salary ranges; Establish benchmark (key) jobs. Review the market price of benchmark jobs within the industry. Establish a trend line in accordance with company philosophy (i.e., where the company wants to be in relation to salary ranges in the industry).
• Partner with Finance on the administration and maintenance of the company’s long-term bonus programs.
• Stay up-to-date on legal, government, compliance and regulatory changes in compensation to identify and recommend improvements to existing compensation processes and procedures.
• Conduct ongoing research to understand industry and organization-specific issues, including financial information, compensation and rewards and corporate performance.
• Partner with HR leadership to administer the annual processes which includes merit, COLA, bonus and long-term incentive programs.
• Handle ad-hoc requests and projects as needed.

• Demonstrated knowledge of HR compensation programs, related laws, regulations and best practices.
• Excellent research and analytical abilities.
• Excellent written and verbal communication skills.
• Strong organizational and time management skills.
• Demonstrated ability to effectively synthesize large amounts of data and provide key findings and a detailed analysis.
• Ability to work with highly sensitive and confidential information.
• Intermediate to advanced MS Excel skills (including formulas, v-lookups, pivot tables) and proficiency with Word and Power Point applications.
• Experience with HRIS databases with the ability to quickly adapt to learn new systems.
• A self-starter with demonstrated ability to successfully assist with project deliverables in a fast-paced environment.
• Flexibility, adaptability and the ability to work under tight deadlines or changing needs.
• Ability to work independently as well as in a team structure.
• Strong collaboration and team orientation skills.

EDUCATION AND EXPERIENCE:

• Bachelor’s degree preferred.
• Two to three years of directly related experience is required, preferably involving data analysis.
• Experience working as part of a compensation department/team or within a compensation consulting firm is preferred.
• Demonstrated experience creating, enhancing and administering compensations programs.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and use hands to handle, touch or feel objects, tools, or controls. The employee frequently is required to talk and hear. The noise level in the work environment is usually moderate. The employee is occasionally required to stand; walk; reach with hands and arms. The employee is rarely required to stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, color vision, and the ability to adjust focus.

EEOC

Bayview is an Equal Employment Opportunity employer. All aspects of consideration for employment and employment with the Company are governed on the basis of merit, competence and qualifications without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, or any other category protected by federal, state, or local law.