Compensation Analyst

ABOUT THE LUCAS MUSEUM OF NARRATIVE ART

As the first museum to focus exclusively on storytelling through images, the Lucas Museum of Narrative Art believes that visual storytelling can connect us and help shape a more just society. With a growing collection that encompasses artworks from across cultures, places, times, and mediums, including paintings, sculptures, murals, photography, comic art, book and magazine illustrations, and the arts of filmmaking, the Lucas Museum will explore narrative art’s potential to prompt questions, invite opinions, inspire community, and move people to think about the impact of images on our world.

Co-founded by George Lucas and Mellody Hobson and led by director and CEO Sandra Jackson-Dumont, the Lucas Museum was designed by renowned architect Ma Yansong of MAD Architects with Stantec as executive architect and is under construction in Los Angeles’s Exposition Park. An 11-acre campus with extensive new green space designed by Studio-MLA will embrace the museum’s 300,000-square-foot building, which will feature expansive galleries, two state-of-the-art theaters, and dedicated spaces for learning and engagement, dining, retail, and events. www.lucasmuseum.org.

POSITION SUMMARY

This is a 24-month limited term position that is benefits eligible.

The Lucas Museum of Narrative Art is seeking a skilled and detail-oriented Compensation Analyst to join our dynamic People and Culture team. As a Compensation Analyst, you will play a critical role in supporting the museum's compensation strategy by conducting in-depth analyses, benchmarking, and ensuring fair and competitive compensation practices across the organization. Your expertise in compensation analysis and knowledge of industry best practices will contribute to attracting, retaining, and motivating our talented workforce.

• Partner with Chief People and Culture Officer to conduct comprehensive analysis of the museum's compensation programs to ensure competitiveness, equity, and alignment with organizational goals and industry standards
• Research, collect, and analyze data on compensation trends, salary surveys, and market benchmarks to develop and update salary ranges and compensation structures
• Collaborate with People and Culture team members and business leaders to design and implement effective compensation strategies that support talent acquisition, retention, and engagement initiatives
• Evaluate and analyze job descriptions and job classifications to ensure accurate and up-to-date information for compensation benchmarking
• Assess jobs and examine duties and responsibilities to determine the appropriate exemption classification
• Provide expert guidance and recommendations on compensation-related matters, such as salary offers, promotions, and salary adjustments, ensuring compliance with relevant laws and regulations
• Prepare reports, presentations, and other communication materials to present findings, trends, and recommendations to senior management and key stakeholders
• Advise on compensation programs such as the annual merit cycle, short-term incentive plan administration or rewards and recognition programs
• Conduct ongoing analysis of compensation data, including market trends, internal equity, and pay-for-performance programs, to identify areas for improvement and make actionable recommendations
• Support integration of pay bands within HRIS system to ensure accurate and effective management of compensation-related data
• Assist in the development and implementation of compensation policies, procedures, and guidelines
• Stay updated on emerging trends and best practices in compensation and benefits to proactively recommend enhancements and maintain the museum's competitive edge
• Complete various monthly, quarterly, and annual Department of Labor surveys and filings
• Ensure compliance with federal, state, and local laws governing compensation practices
• Participate in various projects within the People and Culture organization as assigned

• Analyzing - Analyzes numerical data, verbal data and all other sources of information; breaks information into component parts, patterns and relationships; probes for further information or greater understanding of a problem; makes rational judgements from the available information and analysis; produces workable solutions to a range of problems; demonstrates an understanding of how one issue may be a part of a much larger system
• Planning & Organizing - Sets clearly defined objectives; plans activities and projects well in advance and takes account of possible changing circumstances; manages time effectively; identifies and organizes resources needed to accomplish tasks; monitors performance against deadlines and milestones
• Adapting & Responding to Change - Adapts to changing circumstances; accepts new ideas and change initiatives; adapts interpersonal style to suit different people or situations; shows respect and sensitivity towards differences; deals with ambiguity, making positive use of the opportunities it presents
• Adhering to Principles & Values Upholds ethics and values; demonstrates integrity; promotes and defends equal opportunities, builds diverse teams; encourages organizational and individual responsibility
• Presenting & Communicating Information - Speaks clearly and fluently; expresses opinions, information and key points of an argument clearly; makes presentations and undertakes public speaking with skill and confidence; responds quickly to the needs of an audience and to their reactions and feedback
• Writing & Reporting - Writes clearly, succinctly and correctly; writes convincingly in an engaging and expressive manner; avoids the unnecessary use of jargon or complicated language; writes in a well-structured and logical way; structures information to meet the needs and understanding of the intended audience

• Bachelor's degree in Business Administration, Human Resources, or a related discipline
• Knowledge of federal, state, and local compensation and employment laws
• Three to five years of compensation experience
• May substitute a certificate in human resources from a recognized organization and equivalent experience in lieu of education
• Proficiency in data management tools and analytical software

EQUAL OPPORTUNITY AND OUR COMMITMENT TO DEAIB

The Lucas Museum of Narrative Art embraces diversity and equal opportunity. We are committed to building a team that represents and supports a variety of backgrounds and perspectives. The Lucas Museum fosters a work environment that is free of discrimination and harassment, whether based on race, national origin, gender, gender expression, religion, ethnic background, age, disability, marital status, sexual orientation, or any other criterion prohibited by applicable federal, state, or local laws. We believe that diversity and inclusion among our team is critical to our success, and we seek to recruit, develop, and retain talented people from a diverse candidate pool. Applications from traditionally underrepresented communities are encouraged.

The statements in this description represent typical elements, criteria, and general work performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the job.

MISSION AND VISION

We are a museum dedicated to the art of storytelling. Through visual storytelling the Lucas Museum expands the role of art and museums for society. The Museum inspires thought provoking ideas and conversations that are relevant within and beyond geographic boundaries. Our work radiates to catalyze more connected and empathetic spaces. The art of storytelling connects us to shape a more just society.

VALUES

Our internal and external practice is shaped by the following beliefs and behaviors.

PEOPLE FIRST

We meet people wherever they are (physically, intellectually, emotionally). Our inclusive practice connects who people are and what people find meaningful, to works of art and the work of our organization.

INSPIRED

We believe that art can move you to feel, think, reflect, and act.

COLLABORATIVE

We believe that nimble thinking and working together yields exponential results.

BRAVE

We approach our work and learning with courage, creativity, curiosity, and a sense of adventure.

4 STRATEGIC PRIORITIES

ART

Amplify the social impact of Narrative Art through an approach that bridges the academic and the popular.

COMMUNITY

Connect to a broad and diverse public by create an institution rooted in impactful, respectful, sustainable relationships.

INCLUSION

Practice diversity, equity, inclusion, accessibility and belonging in all operational and programmatic aspects of our work.

OPERATIONAL EXCELLENCE

Create a healthy and durable institution equipped to fulfill its vision and public mandate.

All staff at the Lucas Museum of Narrative Art lead through a deep commitment to diversity, equity, and inclusion, both within the Museum and with the communities that we serve.

Salary and titles will be assigned commensurate to the successful candidates’ education and experience. An attractive compensation package will be offered to the successful candidate(s).

Pursuant to the Lucas Museum of Narrative Art’s COVID-19 Mandatory Vaccination Policy, the museum requires all new hires to provide proof of COVID-19 vaccination as a condition of employment absent an approved medical and/or religious exemption. Upon hire, all new hires will receive detailed instructions on complying with this policy.  Federal, state, or local public health directives may impose additional requirements.