Compensation Analyst III

• Maintains a personal relationship with Jesus Christ. Is a consistent witness for Jesus Christ, maintains a courteous, Christ-like attitude in dealing with people within and outside of Compassion, and faithfully upholds Compassion’s ministry in prayer.
• Acts as an advocate to raise the awareness of the needs of children. Understands Christ’s mandate to protect children. Commits to and prioritizes child protection considerations in all decision-making, tasks and activities across the ministry. Abides by all behavioral expectations in Compassion’s Statement of Commitment to Child Protection and Code of Conduct. Reports any concerns of abuse, neglect or exploitation of children through Compassion’s internal reporting process and appropriately supports responses to incidents if they occur.
• Drafts job descriptions and designs, analyzes, and maintains Compassion’s salary structures and develops models and recommendations for global compensation programs.
• Evaluates competitive market pay levels for positions using standard evaluation techniques and develops proposed grade placement and/or pay in range.
• Recommends vendors and oversees the process or gathers and submits data to complete vendor job salary surveys.
• Supports the global annual merit increase process including interacting with field HR staff and tracking and reconciling merit program input from US and field locations. May "own" the merit process for a region.
• Collects data about Compassion’s compensation program/pay levels and analyzes it to prepare reports and advise managers and responds to ad-hoc benchmarking requests for departments across the globe experiencing attraction/retention issues.
• Working primarily across a specified region or regions, conducts compensation compliance reviews to ensure adherence to compensation program guidelines, ensuring compliance with wage and employment laws, including reporting requirements and works with HR globally to ensure corporate compensation philosophy is maintained.
• Develops and/or revises job descriptions to meet standards in clarity, uniformity, completeness and format and participates in salary surveys conducted by third parties.
• May provide coaching and mentoring to lower level compensation staff and also advises and counsels HR, managers, and employees on compensation policies and procedures.

Culture

*Equivalent education, training and/or certification may be substituted for experience and education shown aboveWorking EnvironmentHome Office – Standard Office Environment.Physical DemandsSitting, standing, and/or walking for up to 8 hours per day. Monday to Friday | 8am - 5pm.Travel RequirementsMay be required to travel up to 10% of normal schedule