Senior Compensation Analyst

About the position

The future is bright for the Porch Group, and we’d love for you to be a part of it as our Senior Compensation Analyst. As part of the global Total Rewards team, you will be responsible for developing, implementing and administering compensation programs and policies. This key individual contributor role will be a trusted advisor to the HRBP team, Talent Acquisition team and business client groups on compensation matters, will drive the annual compensation review cycle within Workday and provide analytical support on ongoing compensation programs and new initiatives. The ideal candidate will be highly analytical, will have strong compensation, compliance knowledge, project-management and technical skills, and will bring a collaborative approach to interactions with partners across Porch. If you're passionate about making an impact and thrive in a fast-paced environment, we’d love to hear from you!

Responsibilities

• Evaluate and benchmark new positions and/or changes to current positions to determine appropriate leveling, determine the salary range and incentive compensation eligibility; create/update job profiles as appropriate in Workday
• Create strong working relationships with HR Business Partners and Talent Acquisition team to advise on pay decisions, policy and guideline interpretation, job evaluations, job description reviews and job offers; proactively communicate changes and updates to compensation policy and programs
• Play an active role in leading the Porch annual and mid-year compensation review cycles, including merit budget development, partnering with the People Systems team on setup and testing, analyzing compensation actions, tracking against budget and consolidating the results for approval
• Lead Porch’s annual compensation survey submissions, own relationships with the survey providers including recommendations on participation, data cuts and renewals; serve as a primary contact and SME for the survey aggregator Pay factors
• Analyze resulting survey data to understand compensation trends; maintain and recommend updates to salary structures, pay policies and practices based on market data
• Own quarterly compensation accrual process in support of accounting quarter-end activities
• Consult on sales compensation, short-term and long-term incentive plans; support annual incentive plan refresh, plan documentation and goal setting
• Proactively bring insights, apply research and best practices; review, document and recommend improvements to processes
• Stay abreast of US Federal, State and non-US compensation laws and regulations, including FLSA, minimum wage, pay equity, pay transparency, SOX, SEC, DOL and other relevant statutes; monitor new compliance developments and make recommendations in collaboration with legal partners
• Provide additional reporting and analysis for mergers and acquisitions, legal/regulatory assessments, and other related special projects

Requirements

• Bachelor's degree in relevant field; or 4 years of professional experience in lieu of degree
• 7+ years of direct compensation experience, preferably in a US publicly traded company
• In-depth knowledge of US compensation laws and regulations, including the IRS code, FLSA, 409A, EEO, state minimum wage and pay equity legislation; working knowledge of SEC and international pay laws a plus
• Exceptional Excel knowledge, including pivot tables and lookups
• In-depth knowledge of HRIS, preferably Workday Compensation
• Well-rounded knowledge of compensation data landscape, including experience with WTW, AON/Radford, Mercer and other major surveys
• Strong analytical and problem-solving skills
• Highly collaborative style, ability to influence and communicate effectively while balancing the big picture with detail
• High integrity and ability to handle sensitive information
• Certified Compensation Profession (CCP) or similar designation preferred

Benefits

• Comprehensive healthcare coverage including three Medical plan options, two Dental plan options, and a Vision plan
• Voluntary Critical Illness, Hospital Indemnity and Accident plans
• Pre-tax savings options including a partially employer funded Health Savings Account and employee Flexible Savings Accounts
• Company paid Basic Life and AD&D, Short and Long-Term Disability benefits
• Voluntary Life and AD&D plans
• Traditional and Roth 401(k) plans with discretionary employer match
• Employer paid wellbeing program including Headspace and Brio Health
• LifeBalance resource for year-round discounts
• Flexible paid vacation, company-paid holidays, paid sick time, paid parental leave
• Identity theft program, travel assistance, and fitness discounts