Summary:
Overview:
The Compensation Analyst plays a critical role at the ASPCA, providing technical and analytical support to the Compensation sub-team on the People Team.
Application Deadline: Applications are due by 5:00 pm ET on Friday, May 8.
Who We Are
Our People ARE the ASPCA. The People Team (HR) at the ASPCA enables the organization to thrive by empowering and valuing every team member and providing an exceptional workplace across our varied disciplines. To make the greatest impact on animals, we must support the people who do the work, so our staff feel investment from the organization and can effectively prioritize and engage with our mission, work together, and develop the skills and capabilities necessary to achieve our goals. With engaged and committed staff, we can successfully serve the ASPCA’s guiding vision that animals in the United States live good lives; valued by society, protected by its laws and free from cruelty, pain and suffering.
What You’ll Do
The Compensation Analyst will obtain and analyze competitive market data and partner with leaders across the organization to generate salary offers, promotional increases, and other compensation adjustments while ensuring internal equity across all organizational pay levels. This person will be responsible for salary benchmark analyses, position evaluations, compliance and payroll reporting, performance evaluation, compensation and time tracking administration in Workday, compensation training materials and salary survey participation – projects which play a critical role in supporting our competitive and equitable compensation and rewards system.
The Compensation Analyst reports directly to the Senior Director, Compensation and has no direct reports.
Where and When You’ll Work
What You’ll Get
Compensation
The target hiring range is based on where the employee works, which for remote roles is the employee’s primary location of residence, and its respective cost of labor. You can view which zone applies to you based on your location (aspca.app.box.com/v/aspcazonetable). For questions regarding locations not on the list, please send an email to Careers@aspca.org for more information.
Starting pay for the successful applicant will depend on a variety of factors, including but not limited to education, training, experience, location, business needs, internal equity, market demands or budgeted amount for the role. The target hiring range is for new hire offers only, and compensation may increase beyond the maximum hiring range based on performance over time. The maximum of the hiring range is reserved for candidates with the highest qualifications and relevant experience. The expected hiring salary ranges for this role are set forth below and may be modified in the future.
For more information on our benefits offerings, visit our website.
Benefits
At the ASPCA, you don’t have to choose between your passion and making a living. Our comprehensive benefits package helps ensure you can live a rewarding life at work and at home. Our benefits include, but are not limited to:
Responsibilities:
Responsibility buckets are listed in general order of importance, and include but are not limited to:
Compensation Analysis
Recommend new hire salary offers and pay rate changes for promotions/transfers/salary adjustments through our position evaluation process, based on internal peer positioning and market analysis, for staff and when needed, extended workforce
Collaborate on internal and external research and analysis (e.g. position evaluations, reclassification evaluations, and exempt and non-exempt determinations) and advise management on pay decisions, job evaluations/classifications and all compensation guidelines, policies and procedures
Work collaboratively with Hiring Managers, Talent Acquisition and People Partners on identified role(s) in need of a compensation analysis
Perform internal compression analyses
Participate in external compensation/salary surveys
Research and analyze published compensation surveys and sources to gather data and determine organization’s competitive position
Benchmark jobs against survey data and other market research to determine competitive compensation ranges for identified positions, in alignment with our organization's compensation philosophy.
Serve as back-up on all compensation-related compliance efforts related to managing minimum wage, EEO-1, California Pay Reporting Data, timely collection of Wage Theft Protection Act (WTPA) forms, and any other ongoing compliance efforts as needed
Deliver timely and quality customer service to employee compensation and time-tracking inquiries
Compensation and Compliance Administration
Engage directly with employees on compensation and time-entry related questions and issues, mainly through the Compensation Team Outlook mailbox and Workday Help mailbox, managing a high volume of daily emails on various topics, researching and providing timely responses, and redirecting questions to other resources as needed.
Serve as the Compensation Team lead to ensure that all Workday changes are transmitted to payroll on a weekly basis including updates specific to new hires, departures, merit increases, compensation adjustments, and bonuses
Provide time tracking administration support
Support in identifying and correcting payroll discrepancies due to compensation or time tracking errors
Contribute to all compensation-related compliance efforts related to managing federal, state and local minimum wage increases, timely collection of Wage Theft Protection Act (WTPA) forms at onboarding, regulatory reporting requirements, and any other ongoing compliance efforts as needed
Identify and record FLSA classification for reviewed roles
Audit and follow-up with staff and managers to ensure timely compensation change and merit increase processing occurring outside of the merit cycle
Assist with calculating, administering, and processing union-related raises and one-off merit increases occurring outside of the Performance Review cycle
Provide support in the implementation and ongoing administration of compensation systems including the compensation structure, maintenance of complete compensation history, job description storage, developing and maintaining job profiles and new positions in Workday, as needed
Administer the ASPCA’s internal monetary rewards and recognition plans
Coordinate and provide general administrative support to the Compensation team as needed
Support Compensation Team and Senior Vice President, People on special compensation-related projects and ad-hoc reporting as needed
Compensation Communications and Resources
Outline and draft select compensation-related communications
Contribute to the design and maintenance in the maintenance of the Compensation Team’s Workvivo Knowledge pages
Contribute to the development of new tools (e.g. job aids, training decks), and improved processes on compensation, position evaluation and related topics
Keep the Compensation Policy Guidelines up to date and easily accessible to staff
Maintain any comp-related Standard Operating Procedures (SOPs) for the Compensation team
Create and facilitate both live and recorded compensation training for staff
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