Compensation Analyst will assist in the development, implementation and administration of a variety of base pay management compensation programs that reward and recognize employees of all levels. Specialist provides consultation to Managers and Human Resources as it relates to the design, research, communication, implementation and administration of fixed and variable compensation programs that align with JEA/SJRPP operational goals and objectives while complying with Civil Service Rules, Bargaining Unit Agreements, local, state and federal regulations.
Duties and Responsibilities (Not Intended to be All-Inclusive)
Administers various compensation programs (incentive compensation, annual merit review cycle, variable pay practices etc.) in compliance with JEA’s guidelines, processes/procedures, statutes and collective bargaining agreements.
Ensure compensation policies, programs (base /variable pay) and procedures are compliant with Civil Service Rules, collective bargaining agreements, local, state, and federal regulations while aligning with JEA’s Total Compensation Philosophy. Assess effectiveness and formulate communication programs of such programs.
Maintains classification and compensation plans for all JEA job classes; conducts studies to review positions within large employee groups; conducts job analyses/audits of individual positions and determines appropriate classification; completes compensation reviews for individual classifications and submits recommendations to management.
Determines pay rates for new hire, transfer, promotion, demotion, equity candidates etc. in accordance with applicable pay plans, collective bargaining agreements, statutes, company policies, practices etc.
Conducts and participates in third-party compensation surveys or special compensation studies for purposes of maintaining the company’s competitive position within the market place. This may require creation of market-specific surveys, establishment of target audience, communications, data collection, analysis, and feedback on results.
Design various reward and recognition initiatives, policies and programs, including but not limited to: job analysis, design, and evaluation; conduct competitive pay analysis; design pay structures; merit budget planning design strategies and tools for administrating annual performance pay reviews, and provide consultation / recommendations on compensation for new hires, promotions and career development/lateral transfers.
Facilitates a variety of compensation training programs designed to educate new and existing managers in the administration and interpretation of company pay policies, programs and regulatory compliance related to total rewards philosophy that attracts, rewards, and retains talented employees.
Interpret and respond to inquiries and ad hoc requests from a variety of internal customers (e.g., Managers, Human Resources, and employees) and external sources (e.g. regulatory agencies, courts, Florida Public Records) ranging from straight-forward to an intermediate level of complexity.
Excellent customer service and communication skills with all levels of employees and management; ability to effectively manage multiple priorities.
Partner with Technology Services staff to ensure Human Resources Management Systems (HRMS) applications meets compensation needs and is updated to reflect changes to job content, job structure, salary ranges, etc. Intermediate skills in utilizing Oracle and report writing application experience strongly preferred.
Utilizes HRMS queries and other data sources to complete analyses on existing compensation plans and/or the financial and non-financial metrics that drive and/or influence pay plans. Develop automated tools and processes used to effectively and efficiently manage compensation, opportunities for improvement etc.
Adhere to all safety and health rules and regulations, data and systems security policies etc.
May perform additional duties as assigned by Manager.
Demonstrated application of the following skills:
Intermediate understanding of compensation practices, program design and best practices
Proven analytical skill with a strong attention to detail
Demonstrated ability to work effectively with all levels of the organization through excellent verbal and written communication and interpersonal skills
compile and synthesize both quantitative and qualitative data
Advanced knowledge of Microsoft Office Suite with emphasis on Excel.
Education : Bachelor Degree required in Accounting, Finance, Business Administration, Human Resources or related discipline; advanced proficiency in MS Office (Excel, Word, and PowerPoint); CCP and PHR/SPHR certification preferred.
Experience:Minimum of three (3) years related work experience in Human Resources or Compensation, preferably in a corporate environment .
An equivalent combination of education, training or experience.
Additional Salary Information: Salary will be commensurate with education, training, experience, credentials, etc.
JEA is one of the best places to work in Jacksonville. As the eighth-largest community-owned utility in the nation, we offer our employees well-paying, professionally rewarding career opportunities; we also offer training, an excellent benefits package and exceptional career advancement opportunities.
At JEA it pays to be an employee, and not just because we offer a competitive salary. We rew...ard your time, talent and commitment with pay, benefits, retirement programs, healthcare coverage, and many more advantages. We call this Total Rewards.
At JEA, cultural competency is integrated into everything we do. Our managers understand the value of drawing upon the talent and intellect of employees from all walks of life. We’re a stronger company because of our rich tapestry of employees. Because of our diverse workforce, we are in a better position to meet the needs of all the customers we serve.