Compensation Analyst Senior (23739)

POSITION:        Compensation Analyst Senior


DUTIES: Responsible for compensation administration function of the organization. Works within the Compensation Center of Excellence (COE). Manages and provides analysis and recommendations for the compensation function for over 70,000 employees in support of FGA Shared Services, First Student, First Transit, and First Vehicle Services. Oversees and conducts market studies to set pay ranges, review merit increases, set salary structures, and make salary recommendations. Conducts internal job reviews. Manages determination of job market value and grade and preparation of employee salary recommendations for employee promotions and new hires. Prepares job descriptions and identifies job grades and ranges based on market data and internal equity. Sets up and maintains salary ranges by geographic location, which involves analyzing both domestic compensation data to set wages and salary ranges in the United States and Canada locations. Manages the compensation administration program through the following: ensures accuracy of job codes and titles in HR system; ensures job description accuracy; oversees federal/state minimum wage reviews; and prepares and delivers compensation, or HR-related training. Manages salary survey process in support of the market data required for job/market studies. Key ownership areas include updates, testing, and recommendations of the PayFactors compensation administration system software and the annual Performance, Development, and Merit Increase process. Subject matter expert on the performance management software which includes annual and mid-year performance appraisals and annual merit increases, and recommends, tests, and implements changes and enhancements within the software. Supports the administration of the management bonus and sales plans in relation to plan communications, award calculations, and payouts. Provides managerial level support in the development and design of executive and management incentive plans. Leads the annual incentive plan payout calculation for the entire FirstGroup America And First Transit organization. Leads identification of process-related efficiencies to ensure maximum productivity and accuracy. Develops and maintains detailed compensation procedures and develops new procedures as appropriate. Expert in MSWord, PowerPoint, and Excel. Leads and/or support various projects and initiatives as assigned and handles other duties and projects as assigned. Reports directly to the Senior Director of Compensation. Responsible for Human Capital Management System (HCMS) Support. Participant in the Compensation Center of Excellence (COE) in coordination with other COE’s and Shared Services acting as a Compensation SME. Lead initiatives within Compensation COE, which includes but is not limited to job architecture, salary structures and compensation design (broad based compensation, short-term incentives and performance management). Works with stakeholders from other COE’s. Partner with internal stakeholders with initiatives required in HCMS. Runs reports from various systems, analyzes data and may make recommendations to HR Leadership based on data. Provides subject matter expertise for annual, quarterly and/or monthly projects related to Performance Management systems, broad-based compensation practices and procedures, and FGA’s short-term incentive plans.


This position requires a Master’s degree or equivalent in Business Administration, Business Analytics, Finance, Human Resources, or a related field and three (3) years of compensation experience; or, in the alternate, a Bachelor’s degree or equivalent in Business Administration, Business Analytics, Finance, Human Resources, or a related field and five (5) years of progressive, post-baccalaureate compensation experience. Compensation experience must include experience in a company or group of companies with a minimum of 10,000 employees. Certified Compensation Professional (CCP) designation required. Must also have three (3) years of experience with each of the following: (1) Conducting market studies to set pay ranges, review merit increases, set salary structures, and make salary recommendations; (2) Planning, coordinating and administering executive and/or management bonus plans in relation to plan communications, award calculations, and payouts. Focus is on the calculation of bonus plans with strong understanding of financial measurements and partnering with finance departments; (3) Applying compensation principles, laws, and regulations with the Fair Labor Standards Act (FLSA), Equal Employment Opportunity Statutes, and state and local minimum wage laws to ensure compliance and set up job codes; (4) administering market factor compensation programs using enterprise compensation software, including at least one of the following: PayFactors, Kenexa, PayScale, Mercer ePRISM, or other similar compensation enterprise software; (5) administering compensation software or modules (e.g., Workday, SharePoint,  ADP, or other software) used for annual compensation planning for annual bonus and merit adjustments, including recommending, testing and implementing changes and enhancements; and, (6) administration of annual Performance Management process through an internal homegrown system. All experience may be gained concurrently. Will accept experience gained before, during or after Master’s program.


Full-time, salaried position in Cincinnati, Ohio.  EOE.


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99000 - Cincinnati HQ
600 Vine Street, Cincinnati, Ohio, USA, 45202
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