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Classification and Compensation Analyst

Consider applying here, if you want to:

  • Work in an entrepreneurial and dynamic environment with a chance to make an impact.
  • Develop lasting relationships with great people.
  • Have the opportunity to build a satisfying career.

We offer competitive compensation and benefits packages for our Team Members.

People Analytics & Compensation Manager

Job Summary
The People Analytics and Compensation Manager is responsible for driving Niagaras strategy and approach to providing proactive data and insights to business leaders to better attract and retain talent. This is an exciting new role and department for our HR team due to continued domestic and international expansion. In the first year, the Manager will establish the new departments data analytics standards, design processes and build relationships with key stakeholders across all levels of the business and HR team. This position will report to the Director of HR Operations and Total Rewards.

Detailed Description

  • Partners with HR and business leaders to understand the changing needs of the organization in order to identify data that can help them in making better business decisions
  • Coaches and develops a team of Analysts to learn the business, partner with HR and business leaders, and deliver relevant and timely data and insights

People Analytics

  • Develop effective measures by influencing HR leadership and business leaders to select the right leading indicators to drive improvements in talent strategies
  • Provides people metrics, reporting, advanced and predictive analytics to the HR team and broader Niagara Leadership
  • Educates HR and business leaders on how to translate data into insights and action plans
  • Supports the HR leadership team to proactively identify business challenges and use data analysis to help influence changes to the operations, process or programs
  • Communicates findings to senior management via formal presentations and standard reports on periodic/quarterly/annual basis
  • Creates, maintains, and ensures quality assurance of key human resources data sets, reports, dashboards and metrics
  • Leverages new and existing HR systems to provide better data analysis and self-service functionality to the organization

Compensation

  • Educates HR and business leaders on compensation best practices and partners with them to identify options to better attract and retain talent
  • Manages the organizations compensation structure by constantly reviewing and updating for relevance and accuracy as the organization continues to grow
  • Oversees job evaluations, benchmarking and survey participation
  • Provide data analytics and recommendations for the executive compensation committee, such as contributing to the overall compensation strategy
  • Ensures the organization is compliant with all applicable compensation-related regulations and standards
  • Partner with business leaders to contribute to the design of incentive programs to drive effective business results

  • Please note this job description is not designed to contain a comprehensive list of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without prior notice.

Work Experience/KSAs

  • Required:
    • 2+ years Experience in the analysis and administration of compensation programs
    • 2+ years Experience in analyzing and interpreting HR data
    • 0+ year(s) Supervising or managing people

experience may include a combination of work experience and education

  • Preferred:
    • 5+ years Experience in the analysis and administration of compensation programs
    • 5+ years Experience in analyzing and interpreting HR data
    • 2+ years Supervising or managing people

experience may include a combination of work experience and education

Competencies

The Compensation and Analytics Manager is expected to embody the values of Niagaras LIFE competency model, especially focusing in the following key drivers of success:

  • Lead like an owner
    • Overcomes obstacles and demonstrates a sense of urgency in achieving objectives
    • Demonstrates honesty and readily admits to mistakes
    • Prioritizes resolution of customer issues effectively
  • InnovACT
    • Makes recommendations to continually improve policies, methods, procedures and/or products
    • Challenges upwards effectively and appropriately
    • Increases performance through greater efficiency
    • Demonstrates adaptability by reacting appropriately to unexpected changes in situations or circumstances
    • Confronts tough issues respectively and to resolution
  • Find a way
    • Demonstrates the skills and behaviors required to achieve individual performance expectations
    • Seeks to develop technical knowledge through learning from other experts
    • Demonstrates determination and persistence while treating others with respect
    • Seeks solutions rather than placing blame
  • Empowered to be great
    • Consistently looks for ways to improve ones self through growth and development opportunities
    • Suspends instant judgment in order to seek information, when safety is not an issue
    • Has courageous conversations around difficult issues
    • Communicates clearly and promptly up, down and across
    • Demonstrates active listening
    • Is open-minded when forming opinions
    • Communicates effectively to manage expectations

Additionally, the ideal candidate has the below competencies:

  • Intermediate knowledge of Microsoft Excel
  • Strong problem solving / analysis capabilities to identify issues
  • Active listening skills
  • High level of curiosity, asks questions and seeks to understand
  • Excellent written and verbal communication skills to provide options and make recommendations
  • Ability to influence without formal authority
  • Ability to communicate effectively across all levels for the organization
  • Ability to foster teamwork and develop team members
  • Ability to work well in teams or independently
  • Ability to prioritize and manage multiple, and sometimes competing, projects and deadlines

Education

  • Minimum Required:
    • Bachelor's Degree in Human Resources, Business Administration, or Finance
  • Preferred:
    • Bachelor's Degree in Human Resources, Business Administration, or Finance

Any employment agency, person or entity that submits a rsum into this career site or to a hiring manager does so with the understanding that the applicant's rsum will become the property of Niagara Bottling, LLC. Niagara Bottling, LLC will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.

Employment agencies that have fee agreements with Niagara Bottling, LLC and have been engaged on a search shall submit rsum to the designated Niagara Bottling, LLC recruiter or, upon authorization, submit rsum into this career site to be eligible for placement fees.



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