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Compensation Analyst

Farm Credit Services of America

Omaha, Nebraska 68137
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Job Status:
Full Time
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Job Details

POSITION SUMMARY: Participate in the implementation and administration of company total rewards programs with the primary focus on compensation analysis to attract, engage and retain employees. Administer leave programs. Participate in the compensation function in the administration of programs to include analyses and recommendations to ensure equitable job evaluations and competitive compensation programs and practices. Interpret and communicate compensation and leave programs policies, procedures and incentive plans to establish and maintain uniform understanding and application.

DUTIES AND RESPONSIBILITIES: Essential functions of the position include, but are not limited to:

Compensation Analysis (80% of time) 1. JOB EVALUATIONS - Conduct the job evaluation process in accordance with compensation guidelines and philosophy. Partner with leaders and Human Resources Generalists to create new or update existing job descriptions. Complete market analysis of new and/or revised job descriptions by investigating and analyzing position duties and responsibilities to determine appropriate exemption classification and salary/incentive opportunity levels. Work closely with HR Team members and leaders in sometimes controversial discussions in a timely manner. Maintain the integrity of compensation-related information in various systems by updating systems with applicable job information. Maintain tracking of when job descriptions were last updated and/or market priced. 2. INCENTIVE PLANS: Participate in the annual short-term incentive workgroup and serve as the primary role in the processing of the semi-annual short-term incentive payouts utilizing the Compensation Manager as a backup resource as needed. Complete cost modeling of total short-term incentive obligations based on various incentive scores for the Finance team on an as needed basis. Support the Compensation Manager with the administration of the long-term incentive plan. 3. Serve as a resource for HR Team members for new employee compensation offers, compensation philosophy interpretation, market analysis and other compensation programs and initiatives. 4. Continue to cross-train and assist with administering a variety of compensation functions; to include, interpretation of the Compensation Authorities, position titling guidelines, special pay/incentive programs, completion of salary surveys, and the annual budgeting/forecasting process (i.e. FTE requests, merit pools, range movement and special/promotional pool development.), executive and senior leader compensation, and annual and interim merit processes. Participate in the completion of the annual market pricing project by facilitating updates to job description content, completing market analyses and preparing recommendations of any changes as a result of the updated data.

Leave Administration and Affordable Care Act (20% of time) 5. Provide oversight and administration of leave of absence programs, including maternity/paternity leave, medical or disability leave, military leave, or unpaid leave. Analyze leave claims or requests, determine employee eligibility for leave, FMLA, etc., partner with Human Resources Generalists to assist leaders in the analysis of alternate work arrangements or coordination of coverage, and manage employee return to service or separation. Provide oversight in the recording of leaves and ensure or pay is adjusted as needed. Coordinate FMLA, workers’ compensation, and related leave of absence processing; ensure compliance with documentation and posting requirements. Ensure compliance with internal and external policies and regulations. 6. Ensure compliance with the Affordable Care Act by monitoring hours worked for non-benefits eligible employees each month and facilitate/coordinate applicable follow-up actions. 7. Maintain OSHA log, report, and respond for all locations to include: Notice of Recordkeeping requirements for the annual Survey of Occupational Injuries and Illnesses Agency requests.

Additional functions of the position may include: 1. Serve as back-up to the Compensation Manager. 2. Performs other related duties as assigned.

JOB SPECIFICATIONS: Bachelor’s degree or comparable experience required with emphasis in human resources, organizational development, or related business field that provides the necessary skills and knowledge to satisfactorily perform the essential job functions. The ideal candidate will have a minimum of 5 to 7 years’ recent experience in progressive compensation analysis role (i.e. to include development of job descriptions, market pricing - including use of pricing tool such as PayFactors, and administration of short term incentive programs.) Certification as a CCP desired. Duties require: • Strong understanding of the Associations’ approach to administering compensation and applying the Total Rewards Philosophy • Strong interpersonal skills and a focus on delivering exceptional customer service and ability to communicate sensitive information with employees at all levels. Ability to maintain confidentiality of sensitive information. • Knowledge of federal, state, and local compensation and benefits laws and regulations (i.e. FMLA, ADAA, HIPAA, FLSA, ERISA, PPACA etc.) in order to ensure compliance. • Self-directed individual with strong attention to detail and accuracy. • Ability to identify complex problems and review related information to develop, recommend and evaluate options and implement solutions. • Business acumen and mathematical aptitude to perform duties with minimal oversight. • Strong consulting, interpersonal, and negotiating skills. • Ability to work effectively with employees at all organizational levels. • Ability to work effectively independently and in a team environment and effectively demonstrate team building attitude and skills. • Proficient in Windows environment using Microsoft Word, Excel, and Internet Explorer and other applicable programs related to carrying out the responsibilities of the position.

INTERNAL/EXTERNAL CONTACTS: All levels of employees; Farm Credit Foundations employees; external compensation vendors, FCC Services consultants, and other Farm Credit System-wide HR personnel. MENTAL AND PHYSICAL REQUIREMENTS: • Ability to reason, judge, compare, calculate, evaluate, and critique such information as written materials, numerical data, responses to customer needs and/or other work related activities. • Ability to make decisions when not all facts are present or areas of gray exist, and remain objective in contrary situations. • Ability to complete work in an acceptable timeframe; manage a variety of detailed tasks and responsibilities simultaneously and with accuracy to meet deadlines, goals, and objectives; satisfy internal and external customer needs related to the job. • Ability to successfully interact with and represent the organization to staff, officers, board members, customers, and the public at all levels. • Ability to maintain composure when dealing with emotional people and difficult situations • Ability to use a keyboard and computer. This involves reading the screen and keying/typing information. • Ability to travel by auto or commercial transportation up to 5% of time to carry out essential responsibilities. • Ability to communicate clearly and concisely both orally and in writing. Ability to speak and make presentations to individuals or groups on technical subjects related to the job. • Ability to move about the office with occasional lifting, reaching and bending and move from one location to another within the general office to utilize support services, copiers and printers, access storage areas, file materials, and communicate one-on-one with staff and visitors • Ability to operate telephone, respond to calls, transfer calls, and take messages as required

Requirements of the job include the ability to do the work, with or without reasonable accommodations. It is the Association's policy to make reasonable accommodations for individuals with disabilities. Leadership retains the right to add, subtract or change duties of the position at any time.

This document does not create an employment contract, implied or otherwise, other than "at will" employment relationship.

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

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