Epb - Chattanooga, TN
posted 2 months ago
The Compensation Analyst will analyze and assist in the design and administration of EPB's compensation program to ensure alignment with company objectives for recruiting, retention, and employee engagement. This role is critical in providing insights and advice on making effective pay decisions that support employee engagement while complying with compensation policy and budgetary guidelines. The analyst will assist in the design and communication of pay structures, grades, compensation budgets, and guidelines. This position requires a strong analytical mind, excellent judgment, and a keen eye for detail, as well as the proven ability to leverage data to drive informed decisions. The Compensation Analyst will develop, implement, and maintain compensation structures, policies, and procedures to ensure internal equity and external competitiveness. They will ensure compliance with internal compensation policies as well as applicable Human Resource laws and regulations. Conducting comprehensive job analysis and evaluations to accurately assess the value of positions within the organization is a key responsibility. The analyst will perform compensation modeling for promotions, job awards, new hires, and developmental opportunities, presenting recommendations to leadership. Additionally, the analyst will assist with ensuring alignment of employee performance evaluations with compensation standards. They will benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges for each position. Developing and maintaining compensation reports and dashboards to provide insights into compensation trends and patterns is also part of the role. Collaboration with Employee Services and Talent Acquisition to address compensation-related inquiries and provide guidance on salary adjustments, promotions, and bonus structures is essential. The analyst will participate in compensation planning and budgeting processes, gaining an in-depth understanding of current compensation practices to identify opportunities for improvement and develop recommendations for best practices. They will also maintain documentation of all compensation programs and stay up-to-date on compensation best practices and industry trends, while working alongside the HRIS Business Analyst to maintain the Compensation module in the HRIS.