Sr. Compensation Analyst

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Job description

Job Description

The Sr. Compensation Analyst will play a pivotal role in the design, implementation, and maintenance of competitive, equitable, and business-aligned compensation programs and structures. Spanning across both HQ and Retail populations, you will implement and administer compensation programs, conduct in-depth analyses of compensation data, and act as an SME partner for leaders and People & Culture Business Partners. This position requires a blend of analytical skills, understanding of compensation principles, and the ability to communicate complex information effectively and manage change within the organization.

Responsibilities include but are not limited to:

Compensation Analysis and Pay Equity:

Build, implement and administer compensation programs, including base pay structures, job architecture incentive plans, and recognition programs. Lead the job evaluation process, including job classification, job leveling, and the development of job descriptions to ensure internal equity and consistency.

Review job descriptions ("JD") for new and existing roles to ensure the document reflects the intention behind the role. Work with the business to understand jobs, edit JDs and pull market data. Demonstrate the ability to consider the broader department and team when reviewing JD's.

Conduct comprehensive analyses of internal and external compensation data to evaluate the competitiveness of our compensation packages across various roles and levels. Participate in third party compensation surveys to obtain up-to-date market data.

Manage different compensation structures across the business - ability to understand, work within, and educate on various structures (i.e. Retail structure, HQ structure, international structures)

Partner with the P&C BP and Talent Acquisition teams to set fair, equitable, consistent, and competitive pay for open requisitions and review offers to candidates.

Play a key role in the mid-year and merit process; work with P&C BPs to review merit proposals, and promotions for pay equity and accuracy.

Compensation Governance & Process Improvement

Implement and refine compensation processes and procedures to drive efficiency, accuracy, and effectiveness, leveraging technology and automation where possible. Change management.

Stay informed around best practices in the fields of compensation, benefits, rewards, performance management, and related fields.

Possess an understanding, and maintain knowledge of all applicable federal, state, and local regulations and compliance requirements that impact pay programs, including but not limited to FLSA, EEO, minimum wage, and compensation disclosure regulations. Develop plans and recommendations to address any required changes.

Partner with P&C leaders to understand regional compensation trends and issues and identify areas to address and/or localize. Partner with Compensation leadership on solves across the organization.

Partner with cross functional P&C team on reporting and solutions for compensation related processes and data requirements. Analyze and interpret compensation data to generate insights and develop reports for leadership, identifying trends, areas of concern, and opportunities for improvement.

Participate in discussions and development of compensation strategies, philosophies, policies, and the relevant education needed to support integration to the broader organization. Identify recommendations for change and improvement.

Business Partnership & Education

Serve as a subject matter expert on compensation matters, providing guidance and support to People & Culture Business Partners, managers, and employees on compensation-related inquiries and issues. Partner with P&C cross functional teams to connect compensation programs to all aspects of the Vuori employee experience.

Educate leaders on compensation practices at Vuori. Support the P&C BPs in guiding managers through annual compensation processes as appropriate. Support leaders in building an in-depth understanding of pay equity and how it impacts pay decisions.

Meet with business leaders and/or P&C BPs when conducting compensation analyses as needed, work through job descriptions, leveling decisions, etc. Discuss options, educate, influence.

Contribute to compensation projects and/or conduct analysis to support the business on data or modeling asks. Provide in-depth, equitable, and intentional options to determine optimal solutions

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