Below are the 13 Compensation Analysts with multiple industries & systems expertise.  The Thor Group® provides Compensation analysts with your industry & systems experience on a consulting, contracting or direct hire basis.

Would a detail-oriented compensation analyst with experience working in professional services, real estate and banking industries fit in your organization? Educational attainment is composed of BA Telecommunications Management and MBA Management. Computer skills consist of Workday, PeopleSoft, Oracle, and Hyperion.

Some accomplishments included analyzing data for annual compensation process on a global basis, including Bonus, salary and equity recommendations for 55,000 global employees. Acting as compensation/equity analyst in a professional services company, coordinated outsourcing of internal equity programs to a third party vendor. After conversion, managed the day-to-day vendor operations to ensure seamless transition of data and processes. Other duties were coordinating conversion of all PeopleSoft data into Workday, including system testing and implementation. In conjunction with the HRIT group, coordinated systems development for uploading of compensation data into PeopleSoft, including testing, training, auditing and preparation of user materials.

Shared expertise by performing User Acceptance Testing for the development and modification of internal Global Equity website. In addition, was responsible for benchmarking and market pricing jobs, as well as compiling compensation data for senior business leaders. Furthermore, coordinated executive financial services program and served as company liaison with external vendors, as well as compiled data for participation in numerous compensation surveys.

Could the future success of your organization be helped by this senior compensation analyst with experience working in pharmaceutical and engineering industries? Educational background is composed of Bachelor of Science in Business and Economics. Software skills consist of Ceridian Dayforce, SAP, ADP Workforce Now, SuccessFactors, Taleo and Sterling BackCheck. Professional certifications consists of Certified Thomas International Analyst, which is able to analyze DISC assessments from the Personal Profile Analysis.

While working in a pharmaceutical company, this senior compensation analyst Led cross functional projects related to HRIS, by using implementation experience which included SharePoint, Success Factors, Ceridian, and Mercer Marketplace. responsible for assisting Director of Compensation & Benefits, Vice President of HR, and HR team with all compensation related items. Other duties were administering base pay programs, including annual merit, market adjustments and promotions, as well as administering short-term or long-term incentive compensation and Ad hoc Bonus programs. Also, completed all related calculations; obtained necessary approvals; maintained and updated related policies/ procedures.

Supported organizational goals by being responsible for managing compensation program and all of its aspects. Working in an industrial engineering company, calculated Offers for potential new employees based on factors including equity, market data, and company pay structure. Part of the job was to create and implement entirely new compensation model based on market reference points and company needs. Furthermore, built and maintained the company’s standard Cost of living adjustment program. Additionally, managed employee annual increase program using Performance pay matrix.

What contributions could a compensation consultant/analyst with experience working in airline, insurance and petroleum industries bring to your organization? Educational background is composed of Masters of Science in Human Resource Management. Technical knowledge consists of Oracle HR, IFas, UltiPro, PayCom, SAP and PeopleSoft.

Challenges like creating technical tracks, alongside the supervisory track, for fewer steps between employees and management as well as better alignment to strategic objectives were welcomed and successfully completed on a regular basis. Serving in the airline industry as a compensation consultant, created presentation and training class for managers, including update of laws and policies/ procedures, as well as training/coaching managers to have successful and meaningful conversations with their direct reports regarding any updates. Conversations outside the class involved setting the pay for vacant positions. The pay was not always what the manager has in mind for the selected candidate.

Shared expertise by performing market analysis/pricing of jobs, salary surveys, salary administration, and building matrix. These included performance management details, designing class, training and coaching managers on the process and procedure as well as corporate guidelines specific to the issue. As an HR/compensation consultant in an insurance group, this individual created and collapsed realignment of positions as well as surveys, ensuring the job closely matched what was actually happening on the job.

Could the future success of your organization be helped by this compensation analyst with extensive work experience in gas and coal industries? Educational attainment is composed of Bachelor of Business Administration-Management. Technical knowledge consists of Oracle HCM E-Business Suite, Taleo software, ADP and UltiPro.

Contributed to the organization by supporting the manager in all aspects of employee compensation and benefits programs to ensure compliance with federal, state and local employment regulations. Acting as a compensation analyst, assisted in planning, implementation and administration of health benefits, defined contribution and defined benefit programs including medical, dental, life insurance, short and long term disability as well as other insurances. Moreover, led the HRIS implementation and supported UltiPro Software HR and Benefits. This specialist processed and tracked paperwork for all new enrollments, life status changes, COBRA, 403(b) loans, FMLA, disability and life insurance claims as well as ran audit reports and billing.

Supported organizational goals and objectives by creating and maintaining compensation data elements in HRIS (Oracle) system (job title creation, job grade and bonus percentage updates, etc.). Serving in the gas & coal industry as a compensation analyst, conducted job evaluations on new and existing positions to include reviewing job descriptions, exemption status, internal and external equity against salary survey data and recommending appropriate grade assignments and stock plan.

Would hiring a compensation analyst with experience working in financial services and commercial services industries help meet the needs of your organization? Educational attainment is composed of BS Psychology Biology and MA Psychology. Technical skills involve ADP (HRIS), PeopleSoft, SQL, SPSS, R, Python and Tableau.

Acting as a compensation analyst in a financial services company, consulted with business leaders and cross-functional teams (e.g., Talent Acquisition, Finance, Operations) to solve business problems by leveraging HR data, identifying trends and anomalies, and providing insights. Some of the tasks were analyzing compensation, Performance, and workforce data, as well as providing insights to evaluate effectiveness and competency of compensation structures relative to internal and external benchmarks. Moreover, performed granular (business unit, market, job level specific) and company-wide compensation and Performance analyses of more or less 60,000 employees across 22 lines of business and 40 countries.

While working for a commercial services company as compensation analyst, developed compensation, total spend, and headcount projections in support of business decisions. In addition, performed regular HRIS (ADP) data audits to investigate and troubleshoot errors and discrepancies, as well as worked closely with IT, Payroll, and Finance to monitor and update employee status changes promptly. Furthermore, analyzed and reported on HR data trends that may have a strategic impact on HR processes (attrition rate, time to hire, Cost per hire, training participation rate, headcount, etc.).

What contributions could a compensation analyst who worked in media, entertainment and banking industries bring to your organization? Educational attainment is composed of Bachelor of Science in Industrial and Labor Relations. Software knowledge consists of SAP, PeopleSoft, and HRIS. Competencies included Salary & Promotion Analysis, Job Grade Evaluation, Business Reorganization and Org Structuring.

Challenges like administering employee and executive compensation programs including job evaluation, base pay delivery, sales compensation and other reward and recognition programs were efficiently completed. Serving in a media company as a manager of compensation, benefits & payroll, managed compensation program by working with VP of HR, Corporate Compensation, and functional leadership to ensure that compensation levels are competitive and meeting operational needs. Also, partnered with HR Business Leaders on reorganizations, promotions, merits, special adjustments, benefits and payroll issues. Moreover, supervised the compensation, benefits, and payroll team while retaining full budgetary accountability of each area.

As a corporate compensation analyst, served as a member of the team responsible for the SAP implementation, as well as trained managers and served as SME for HR & compensation related matters in Production, Operations, Engineering and Programming. Furthermore, recommended Compensation add-on tool that complemented and enhanced Corporate Finance SAP.

How can a compensation analyst who worked vastly in a tertiary care teaching hospital help your organization? Educational attainment is composed of Bachelors of Arts-Cum Laude Graduate and Degree in Sociology. Professional certifications include Paralegal Certificate, FEMA NIMS ICS Certification and Senior Level Certification in Human Resources. Technical proficiencies involve ADP, LEXIS, Westlaw and Legal Key.

Working with challenging issues such as providing daily compensation analysis for workforce of 12,000+, as well as performing in-depth internal equity and market analysis have vetted this specialist’s work experience. Serving as a compensation analyst, assisted with the interpretation and implementation of various Collective Bargaining Agreements as they relate to compensation and benefits, as well as ensured that the participation of surveys is done on a timely and accurate method. Moreover, worked with MarketPay vendor to update database as needed.

With a “can do approach” in the area of coordinating with HRIS and IT to ensure that software and systems meet compensation needs have been career objectives. Developed and implemented incentive plans and pay structures for different employee groups. Acting as a human resource manager, contracted with ADP to streamline the village’s payroll and new hire database. Furthermore, responsible for creating Village contracts and grants database in order to ensure compliance with requirements.

Is impacting your organization with a senior compensation analyst with work experience in automotive and energy/oil industries a current business consideration? Educational attainment is composed of Bachelor of Science in Computer Engineering Technology and MBA Management & Strategy. Professional certifications include Certificate of Human Resource Management. Technical expertise consist of SAP HRMS knowledge and experience.

While employed in an automotive company as a senior compensation analyst, worked closely with HRIS and IT staffs to guarantee the SAP system meets compensation needs and is updated to reflect changes to salary structures, hourly pay progression charts, and bonuses. Some of the tasks were developing, recommending, and administering compensation programs, including base pay plans, salary structures, and variable pay plans, and other total reward programs. In addition, represented for the selection of company job evaluation implementation project that included business case, and writing business proposal. Coordinated and analyzed data for annual salaried merit increase program and hourly wage progression.

Part of the job as an executive compensation analyst in an energy- oil company was to present executive compensation plans and Broad based plans to the Board of Directors, as well as explain changes that were being recommended. Furthermore, participated in the design, implementation and administration of executive compensation and benefit programs, policies and guidelines.

Could the future success of your organization be helped by this compensation analyst with experience working in manufacturing, plastic and metal fabrication industries? Educational attainment is composed of BA in Elementary Education and MBA. Technical skills consist of SAP HR.

Supported organizational goals and objectives by acting as SAP HR main user (main SAP HR contact for all US and Canadian plants to provide help with payroll issues and maintenance). Serving as a compensation analyst, processed US and Canadian payroll. SAP HR experience included training, creating variants, payroll maintenance, time and attendance system, testing, implementations and more. Furthermore, has compensation knowledge including maintaining pay role scale groups, merit planning, promotions, reporting, etc.

Contributed to the organization’s success by training new HR and payroll employees in payroll and HR SAP functions, as well as developing and implementing legacy system information into SAP. Serving in a manufacturing company as a sr. SAP systems analyst (HR/payroll), provided technical support and know-how to the Live Payroll/HR/Time applications, configured Open Enrollment for Benefits, as well as created configuration changes for Payroll/HR/Time Management that meet the needs for the users. Part of the job was to identify impacts and requirements for business process to support the live Payroll/HR/Time systems. In addition, created and uploaded using the HR Tool Box, as well as worked with Compensation group to ensure expats/in pats are paid correctly.

Would a compensation analyst with experience working in a county hospital network and a children’s medical center match the needs of your organization? Software experience includes Lawson HR, SAP, PeopleSoft, Microsoft Office Suite and more.

As a senior compensation analyst for a county hospital network, conducting HRIS audits with strong emphasis in Lawson position management for 40 locations and 4,800 employees was the primary responsibility. Supervising additional senior compensation analyst and interns in workload and project management was also part of the job. Duties included performing compensation analysis, healthcare salary surveys, job analysis and job evaluations. In addition, this analyst provided consultation services to managers and administration in developing job families and position descriptions that support the division/organizational strategic objectives.

While working for a children’s medical center as a staff compensation analyst, conducting HRIS audits with strong emphasis in Lawson job/position/employee tables to solve compensation issues cross-functionally within the hospital was a primary responsibility. Other duties were reviewing and approving all proposed salary adjustments, including merit increases, promotions, demotions, lateral transfers, bonus programs and discretionary awards to ensure adherence to pay administration guidelines were also some of the tasks accomplished. Another duty was to perform compensation analysis including healthcare salary surveys, job analysis and job evaluation.

Does your organization require the expertise of a compensation analyst knowledgeable in PeopleSoft HR, with experience in education, technology and pharmaceutical industries? Technical knowledge involves PeopleSoft, MarketPay, OnBase, SharePoint, Adobe LiveCycle and more.

As a compensation analyst and subject matter expert in PeopleSoft HCM for a pharmaceutical company, responsibilities included effective administration of existing compensation policies, guidelines, procedures and recommendations for plan revisions/implementation of new programs for a multi-site organization with over 5,500 FTEs. The job called for leading a team of talented compensation and position management analysts with a team-oriented/hands-on approach to drive best practices.

Working with a technology company, this compensation analyst tackled heavy workloads while working within tight deadlines. Responsibilities included the implementation and roll-out of PeopleSoft HCM, focusing on compensation policies and documentation.

What contributions can a compensation analyst who is knowledgeable in government, financial services and education industries, with expertise in PeopleSoft HR bring to your organization? Technical competencies consist of PeopleSoft HR, GAP analysis, risk mitigation, test scripts and SQL.

As the benefits-functional lead on two PeopleSoft upgrades for a government agency, responsibilities included implementing the compensation components of the HRIS system and handling a broad range of HR duties, including recruiting/training employees. Administering benefits, overseeing disciplinary action and managing HR records were additional responsibilities. This compensation analyst co-chaired annual flex-enrollment meetings, resolved conflicts between employees and insurance carriers, as well as coordinated health fairs to promote employee wellness.

For a financial services company, responsibilities included providing system support to the benefits department, which included recommending efficient business solutions and developing/maintaining reporting requirements. Aside from participating in the evaluation/implementation of benefits/systems programs, other tasks were recommending changes to existing programs as well as ensuring compliance with policies or practices. Employees and HR staff were also trained and issues were escalated as needed.

Would a compensation analyst with work background in specialty chemical company and banking industries match the needs of your organization? Technical skills are composed of ADP, MS Word, PowerPoint, Excel, Access, Lotus Notes, ReportSmith, HRIMS,TotalRewards, Oracle and Discoverer.

Acting as a compensation analyst for a specialty chemicals company, some of the responsibilities were creating job codes using Excel and ADP EV4, making changes to ADP EV4 database as needed and maintaining records. Working in market price chemical, engineering, and manufacturing positions were also part of the job. In addition, this analyst compiled monthly headcount reports that were uploaded into SAP, as well as administered yearly merit increases and bonuses.

While working for a bank as a compensation analyst, creating job codes using Excel and ADP (HRIMS), as well as exporting and importing data between Access and ADP (HRIMS) were some of the primary duties. The provision of market pricing of various retail and corporate positions were also carried out. Furthermore, the maintenance and auditing of positions in accordance with the Equal Opportunity Act and Fair Labor Standards Act were finalized.