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Sr Compensation Analyst Job


Location: 

King of Prussia, PA, United States

Employment Type:  Regular
Category:  Human Resources
Posting Date:  Jan 13, 2023

Sr Compensation Analyst                                                                                        

 

Situation in organization

This position reports to the Director of Compensation; no direct reports

 

Job dimensions
The Sr Compensation Analyst is responsible for the design, and administration of compensation programs that support our HR strategy and Company-wide objectives. This role requires building relationships and partnering with HR Business Partners to address and solve compensation related issues and provide consultation and guidance on a variety of compensation topics. The Subject matter expert must have some knowledge of or research best practices and trends to ensure that our programs, policies, and practices are competitive, fair and financially sustainable. Responsibilities will include participating and leading special projects or processes; must be able to work independently with limited supervision.

 

Key Activities and responsibilities
Compensation planning and administration (40%)

Manage participation in compensation surveys. Lead the gathering for insights by researching and networking with

other companies to keep abreast of best practices and trends in compensation

Responsible for participating in the benchmarking processes to gather and analyze market data in order to evaluate roles and determine competitiveness of our salaries and bonus programs. Provide complete job evaluation and market pricing analysis, develop cost modeling, facilitate cyclical comp planning.  Build and develop salary ranges and pay grade structures. Use market data to analyze and assess the organization's competitive position.

Partner with HRBPs and business clients to review and level jobs descriptions and prepare salary recommendations; provide guidance and direction in all compensation matters ensuring that our compensation philosophy and salary administration guidelines are consistently being followed.

Design and build compensation metrics, reports and tools to make informed compensation program decisions and analyze business outcomes. Conduct financial modeling to ensure viability of programs

Collaborate in the development of compensation systems’ design. Building salary structures, creating processes for salary increases and administration, determining approach to variable pay and helping to provide education to employees, managers, and business leaders.

Complete and participate in various compensation surveys. Research and network with other companies and to keep abreast of best practices and trends in compensation.

Compliance Reporting

Ensure pay practices are complaint with U.S. federal and state requirements.

Work with vendor to complete EEO-1, AAP, California, Illinois and OFCCP reporting’s’ annually

Annual Merit and Bonus Programs (25%)

Participate in and supports the annual Merit, Bonus, Equity Programs. Create materials to effectively communicate compensation programs, policies and practices to employees and leaders. Act as project manager for the following segments of the annual programs:

Merit Budget Recommendations:  Accesses survey information for regions currently supported by Arkema Inc. (U.S., Canada, Mexico, Brazil, Colombia, and Argentina) for the Merit Budget Planning process.  Recommendations are summarized for executive review and submission to Corporate (France). Recommend/implement annual salary structure movements for same countries.

AIP (Annual Incentive Plan) Process for U.S. Canada and Mexico:  Prepares the SuccessFactors (SF) system to upload year-end employee data used to calculate incentive payments for salaried and non-union hourly employees. This entails updating information for over 70 unique bonus plans/algorithms. Obtain approval for AIP plan design. Configures SuccessFactors for the upcoming plan year.  Finalize bonus payouts prepare system to generate employee statements for viewing (via the SF tool).

 

Executive TR Process: Builds year-end Total Reward Executive Template that captures BU/Functional goal achievement and calculates the incentive ($) outcome, as well as proposing a base pay adjustment.  Once submission is reviewed and approved by France (Corporate), the template is used to generate customized executive Total Reward Statements for U.S. executives. 

Global SuccessFactors Implementation (5%)

Works with other Arkema Inc. HR employees on Global SuccessFactors design and implementation over the next several years.  As key member of Compensation team, tests and helps migrate current U.S. SuccessFactors bonus program to the global compensation framework that is developed over the next 3 – 24 months.

Employee Stock Purchase Program (ESPP) (10%)

On a biennial basis, acts as U.S. project manager for subscription coordinated by Arkema Headquarters (France).  Work and partner on project team form other functional groups.  Project activities include updating employee eligibility files, participating in project meetings with France, coordinating the collection of (field) employee enrollment via plants/field office representatives, testing of the enrollment system, updating U.S. Supplement (legal summary), creating employee presentation materials, and presenting the opportunity to employees via meetings at Arkema Inc. headquarters.  Assists Payroll by coordinating the creation and settlement of employee loans related to the offering.

ESPP and Restricted Stock Vesting Process (10%)

Serves as project lead/liaison with our French vendor/administrator when stock vests and when free shares are awarded.

Support the Annual granting and vesting of RSU; managing the U.S, process and working Cooperate teams through completion

Mergers and Acquisitions Integrations (10%)

Work with Director of Compensation on Integration analysis and developing scenarios and cost impact o integrate acquired companies in the Arkema group

 

Context and environment

Minimal travel involved
Supports the site HES policy and complies with all regulatory and internal requirements
Participates in HES activities provided by site management and Arkema Inc. (e.g., Behavioral Base Safety, SafeStart, etc.)
Supports and promotes the reporting of all health, safety, environmental, near-miss, accident or injury incidents

 

Required Education/Qualifications /Work experience

Bachelor’s Degree in HR, Business or Finance or equivalent experience; strong mathematical orientation
5 – 8 years in compensation field; advanced proficiency with Excel; experience with HRIS and ERP systems required; SAP and Success Factors experience preferred
Very strong project management skills, with a minimum of 5 years acting as project lead on a complex compensation project (preferably short-term incentive programs); demonstrated experience in delivery of compensation programs through a technology/system platform
Demonstrated ability to conduct complex quantitative analyses
Some experience with Equity process;  EEO, AAP, and other compliance reporting is preferred
Experience in the development of compensation programs and processes
Experience with the development of job family/career ladders a plus
Ability to build relationships and act as a team player
Demonstrated Competencies 

Strong interpersonal and communications skills (written and verbal); strong results orientation; attention to detail; excellent customer service orientation/responsive; ability to resolve issues with minimal supervision or follow-up; ability to manage multiple projects, prioritizing independently

 

Building on its unique set of expertise in materials science, Arkema offers a portfolio of first-class technologies to address ever-growing demand for new and sustainable materials. With the ambition to become in 2024 a pure player in Specialty Materials, the Group is structured into three complementary, resilient and highly innovative segments dedicated to Specialty Materials - Adhesive Solutions, Advanced Materials, and Coating Solutions - accounting for some 80% of Group sales, and a well-positioned and competitive Intermediates segment. Arkema offers cutting-edge technological solutions to meet the challenges of, among other things, new energies, access to water, recycling, urbanization and mobility, and fosters a permanent dialogue with all its stakeholders. The Group reported sales of €9.5 billion ($10.6 billion) in 2021, and operates in 55 countries with 20,500 employees worldwide.

The diversity of its employees is an asset that the Arkema group wants to preserve. Its non-discrimination policy applies to recruitment, salary levels and career management. The Arkema group is committed to ensuring diversity among its employees.

Arkema Inc. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Arkema Inc. complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence.


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