Compensation Analyst I

Compensation Analyst I

In support of the Compensation program and under the direction of the Manager of Compensation, the Compensation Analyst I will participate in job classification determination, job evaluation, job pricing, job leveling and examine compensation information to determine the Tribe's competitive position and internal structure for their respective business client groups. Conducts compensation and market analysis due to internal equity, external competitiveness and legal compliance of the organization's pay practices.

Essential Duties And Responsibilities

1. Completes market analysis, job evaluation, and internal leveling of new and updated positions in an effort to ensure both external competitiveness and internal equity. Based on position-specific information, determines if an existing description can be used for classification. Works with People Services and Compensation team members to modify and create new descriptions which accurately reflect current roles, responsibilities and requirements.

2. Participates in the development and administration of the job families, job leveling and grading of positions within their business units. Ensures FLSA and EEO mapping for assigned jobs.

3. Troubleshoots and / or resolves compensation system related issues. Completes ad hoc reports and projects.

4. Provides input to Manager regarding consultative guidance, interpretation, training and recommendations to People Services team members on broad-based compensation programs, policies, actions and issues.

5. Validates compensation competitiveness by researching, benchmarking and analyzing market data for their respective business units. Works with Manager, senior analysts or Compensation Analysts II for daily guidance.

6. Conducts compensation audits and recommends corrective or alternative actions to resolve compensation related issues or discrepancies. Report findings and discrepancies to Manager, Sr Compensation Analyst, Compensation Analyst II.

7. Participates in the annual advanced compensation process for merit and bonus cycle.

8. Partners with Manager, Sr. Comp Analyst and Compensation Analyst II and functional areas to provide on-going support and to perform operational tasks as evidenced by :

• Partners with Human Resource Information Systems (HRIS) Team to correct job and employee data, create and update reports and processes for compensation related operational activities and projects.
• Partners with Talent Acquisition team to review and approve job offers for new hires and internal candidates in workday.
• Partners with People Services Team to process employee level compensation transactions and address classification or compensation related issues.
• Partners with payroll regarding retroactive payments, corrections, or adjustments.

9. Perform other duties as assigned to support the efficient operation of the department. 5%

Educational, Experience And Qualifications

Knowledge, Skills And Abilities (KSA)

Required Licenses, Certifications And Registrations

Physical Requirements / Working Conditions Environment

The physical demands and working environment described here are representative of those that an employee encounters and must be met by an employee to successfully perform the essential functions of this job.

Reasonable accommodation will be made in compliance with all applicable law.

As one of the largest private employers in the Inland Empire, San Manuel deeply cares about the future, growth and well-being of its employees. Join our team today!