Compensation Analyst in Mobile, AL at Austal

Job Snapshot

Employee Type:

Full-time

Location:

Mobile, AL

Job Description

Any qualified individual with a disability who is having difficulty in completing an application because of incompatible technology or other disability-related application issues may contact us at the following phone number for assistance: 251-445-1932.
 
Austal shall abide by the requirements of 41 CFR §§ 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability.  Austal’s commitment to equal employment opportunity applies at all levels of employment, in all job titles, including the executive level, and to all employment actions, including but not limited to decisions concerning recruitment, hiring, training, and promotion. 

REPORTS TO:  Manager Compensation

                                     

SUPERVISES:  N/A

AUTHORITIES / RESPONSIBILITIES:

Responsible for administration and support of total compensation programs, practices, and policies to attract and retain top talent. Activities include analyzing, evaluating, and preparing compensation data to ensure the company maintains a competitive and cost effective position in the markets in which it operates. Assures that thorough audits, reports and personal contact company compensation programs are consistently administered in compliance with company policies and government regulations.

Job Description

  • Works with Compensation Manager and/ or Consultants on a variety of projects including program design, analysis, budgeting, and implementation of new programs.
  • Assigns positions to existing salary grade structures by interpreting published market data (i.e. recommends appropriate job titles, job codes, FLSA status, pay grade, incentive target, etc. for new jobs).
  • Makes sound recommendations by interpreting current pay practices to resolve compensation/grade classification concerns.
  • Supports Recruitment staff in developing job offers and promotional salary increases within established guidelines.
  • Performs special compensation market and internal equity studies by analyzing salary data and work experience of existing employees.
  • Works with managers to develop business cases for any proposed pay adjustments. 
  • Supports merit review activities including annual, bi-annual and quarterly compensation review cycles.
  • Conducts job evaluation activities to support pricing and administration of exempt and non-exempt pay decisions and develops creative solutions to specific compensation-related programs. Edits, creates or assists in creating new job descriptions or updating existing job descriptions. 
  • Participates in and conducts salary surveys to ensure corporate compensation objectives are achieved.
  • Ensures compliance with federal, state, and local laws and regulations, including but not limited to, Fair Labor Standards Act, Department of Labor, ERISA, DCAA, and IRS.  Stays well-informed as to new and changing legislation.
  • Assists with the development and maintenance of compensation data, tables, and overall set-up in HRIS system(s). Work with Compensation Manager and IT staff to maximize system capabilities to administer all compensation programs effectively and efficiently.
  • Develops and documents procedures to streamline processes and ensure compliance with regulatory requirements and support training of Managers on same.
  • Assists HR Managers and Managers with compensation related issues.
  • Helps to identify trends related to industry and geographic best practices.
  • Develops techniques for compiling, preparing and presenting data.
  • Tracks trends and provides metrics related to compensation activities at the aggregate and business unit level.

QUALIFICATIONS / KNOWLEDGE / EXPERIENCE:

  • High school diploma/GED. Bachelor’s degree in Human Resources preferred.
  • CCP certification preferred.
  • Two – four (2-4) years’ experience in the analysis, and/or administration of compensation programs.
  • General compensation knowledge including compliance with federal and state laws.
  • Strong mathematical aptitude and analytical skills. Ability to analyze issues and suggest solutions; collect, organize, and analyze data for various projects.
  • Excellent service orientation skill set, ability to build strong relationships with fellow HR team members.
  • Strong written and verbal communication skills to effectively communicate processes and procedures with managers and employees.
  • Must work with a sense of urgency and have the ability to handle confidential information in a professional manner. Can handle demands from multiple customers and has the ability to prioritize.
  • Ability to work collaboratively with multiple teams/organizations with attention to detail and strong organizational skills.
  • Flexible and has the capability to deliver results in a fast-paced, and high volume environment.
  • Strong computer proficiency and technical aptitude to utilize Microsoft Office applications (Word, Excel, and PowerPoint).
  • Proficiency with HRIS data management and possess systems aptitude. 
  • Ability to communicate effectively orally and in writing. Strong interpersonal skills in dealing with top management.

TOOLS:  Not applicable

DIRECTION EXERCISED:  Works within established guidelines. Works autonomously and escalates issues to Compensation Manager as appropriate.

DISCRETION EXERCISED:  A degree of creativity and latitude is expected. Relies on experience and judgment to plan and accomplish goals.

LIAISES WITH:

Employees, Department Managers, HR / Benefit Staff, Finance staff and external consultants as assigned.

ADDITIONAL GUIDELINES:

  • The ability to obtain and maintain a DoD clearance may be required if deemed necessary in the scope of your position responsibilities.
  • Candidates must meet the following employment eligibility guidelines to be eligible for employment  with Austal USA:
    • 18 years or older at time of application
    • Able to provide proof of US Person status (permanent resident or citizen)
    • No felony convictions of theft/deception or violent crimes within seven years from disposition date
    • No felony convictions of drug crimes within three years from disposition date
    • Willing to submit to a drug screen
    • Willing to submit to a background check