Below are the 11 Compensation Analysts with multiple industries & systems expertise. The Thor Group® provides compensation analysts with your industry and systems experience on a consulting, contracting or direct hire basis.

Would hiring a compensation analyst with experience working in pharmaceutical, marketing/advertising and insurance industries help meet the needs of your organization? Educational attainment is composed of Bachelor of Social Work/Sociology and Master of Science in Industrial Relations. Technical skills involve Oracle HRMS, Ceridian, ADP Enterprise, Lawson and SuccessFactors. Professional certifications include Certified Compensation Professional (CCP).

Acting as a compensation analyst in a pharmaceutical company, responsible for administration of North American base pay and bonus programs, common review date cycle and performance management program. Also, collaborated with HR management to research and evaluate current and emerging compensation as well as performance management trends, program design, analysis, budgeting and the implementation of new programs. Analyzed data and prepared reports to evaluate the cost, effectiveness and competitiveness of compensation programs. Some of the tasks were designing bonus and incentive compensation programs, as well as performing cost and payout modeling. Implemented, communicated and administered bonus and incentive plans.

While working for a marketing and advertising company as a senior compensation analyst, responsible for Oracle HRMS compensation data maintenance to establish and modify job codes, salary grades, and incentive plan data as necessary to support new hire and job change processes. Moreover, acted as a database administrator for Equity Edge online stock plan brokerage and transactional service.

Would hiring a compensation analyst with extensive experience working in a teaching hospital help meet the needs of your organization? Educational attainment is composed of BA Communication Science, MS HR Management and MS Global Strategic HR Management. Credentials involve Certificate in Professional Human Resources Management. Software know-how consists of ADP VirtualEdge Recruitment Services, ADP Enterprise HR, ADP Self-Service, PeopleSoft, SAP, ePRISM, Access, Oracle, Ceridian, Eudora and OpenHire.

Acting as a compensation analyst, consulted management in cross-functional department on compensation/benefit policies, job evaluations, salary administration, and performance management for 7K employees. This professional completed performance appraisals and merit increase processes, producing metrics to evaluate program quality and determining competitive market positioning. Also, provided salary recommendations to recruiters based on internal and external data for global operations.

While working as a compensation analyst, rewrote compensation policies to ensure application of fair payments to temporary employees, as well as established min/max in-grade increases for promotions. Part of the job was to update job classifications and exemption statuses for FLSA audits, making grade/salary changes as needed. Acting as a compensation consultant, participated in the job evaluation process by leveling jobs internally to determine the appropriate grade assignments. Additionally, conducted market surveys to assess pay levels externally for jobs that are similar in scope to BBH jobs.

Would hiring a compensation analyst with experience working in financial services, restaurant and airline industries help meet the needs of your organization? Educational attainment is composed of Bachelor of Arts in Sociology. Software knowledge consists of SAP, PeopleSoft, Authoria, Talisma, Taleo, and Equity Edge. Also, has knowledge of compensation principles and practices including salary administration & job evaluation methodologies.

Acting as a compensation analyst in a financial services company, assisted in the administration of year-end processes including Bonus, salary review and long-term incentive allocations. Some of the tasks were assisting in day-to-day market pricing, job code creation and HRIS database entries, as well as participating in published, custom and Ad-hoc salary surveys. Part of the job was to evaluate jobs to determine appropriate pay levels based on both internal/ external job and market pay comparisons.

While working for a restaurant as a compensation analyst, audited and entered job descriptions in company source of record (SAP), as well as managed internal portal sites that contained compensation related information including plan documentation, salary structures and compensation guidelines/ procedures. Moreover, assisted in the development and administration of base pay and incentive compensation programs for the company’s executive population. Furthermore, administered training on use of software program (Authoria) to human resources managers and executive users.

Could the future success of your organization be helped by this compensation analyst with extensive work experience in an integrated network of physician clinics, outpatient centers and hospitals? Technical skills include ADP HR, JobVite, SAP, PeopleSoft and Proliant.

Contributed to the organization’s success by maintaining organization’s compensation program and salary structure through analysis of market data, as well as composing and revising job descriptions for new and existing job titles. While employed as compensation analyst in an integrated network of physician clinics, outpatient centers and hospitals, consolidated all job descriptions into a standard format applicable across the organization, as well as evaluated positions and provided recommendations for salary grades and rates. Other duties were calculating employment offers for newly hired and/or transferred employees based on experience and equity within the department, as well as developing and assessing incentive programs, verifying effectiveness and recommending revisions as appropriate.

Supported organizational goals and objectives by leading highly collaborative team tasked with updating job descriptions for the nursing department resulting in a smoother transition of duties to accommodate departmental changes. Additionally, provided Cost proposals for labor budget projections and guidance to ensure compliance with federal and state guidelines. Furthermore, developed fully automated Excel models to calculate PTO and severance payments. Also, collaborated closely with HR operations (HRIS) to audit additional pay entries for payroll processing.

Is impacting your organization with a compensation analyst-human resources with work experience in financial services, construction and retail industries a current business consideration? Educational attainment is composed of BA in Public Administration. Technical knowledge consists of Ceridian HR, SAP, PeopleSoft and UltiPro.

While employed in a financial services company as a compensation analyst-human resources, responsible for administering monthly commissions earned for loan processors and mortgage advisors throughout the company; biweekly audits of payroll submissions. Other duties were managing all HRIS reporting utilizing UltiPro, and Ceridian for Ad Hoc reporting based on department requests. The individual was responsible for upkeep Compensation Plans, as well as for administering manual Bonus payments based upon set quota. This professional accurately submitted payroll within a given deadline for over 1300 employees in the organization and sub-corporations on a biweekly basis, with a cumulative amount of 3.2 Million dollars.

Part of the job as a compensations analyst in a construction company was to participate in salary surveys from Hay, Mercer, Towers, Western Management Group, NECSS (National Engineering & Construction Salary Survey) and DoD (Department of Defense). Moreover, created job codes/benchmark codes and used survey data to market Price each new benchmark job. Furthermore, worked with HR Ops to cross reference job codes between SAP and compensation database to ensure consistency. In addition, assisted with the development of the corporate pay structure; evaluated positions in HR, IT, Finance, Legal and Customer Office to prepare for implementation of new structure.

Would it be beneficial for your organization to employ a senior compensation analyst with experience working in consumer products, engineering and construction services industries? Educational attainment is composed of Bachelor of Science in Business Administration/Management. Professional certifications include Certified Compensation Professional and Professional in Human Resources Certification. Technical knowledge involves SAP, PeopleSoft, Lotus Notes and Business Objects.

Serving as a senior compensation analyst, spearheaded annual merit pay review processes for over 40,000 employees including hourly union, hourly non-union, salaried non-exempt, and salaried exempt; provided budgets for executive review and approval of annual pay increases and provided formatted data to HRIS to load into SAP system. Also, liaised with HRIS on data integrity problem resolution; utilized SAP, Access, and Excel to develop and generate standard, ad hoc, and quality assurance reports. Moreover, designed and launched an intranet SharePoint website to provide relevant compensation materials and information for the corporate HR community in a centralized format.

As a compensation analyst in an engineering & construction services company, provided comprehensive reporting and comparative analysis of performance appraisals and merit increases. In addition, utilized SAP, Access and Excel to generate standard periodic communications. Furthermore, did full-cycle compensation responsibilities with multiple organizational levels including job classifications, performance evaluations, analyses and market-price of jobs, salary surveys and survey results in addition to providing guidance to field human resources staff.

Could the future success of your organization be helped by this compensation analyst with vast experience managing and directing the compensation function in global corporations ranging from $100 million to $9 billion in revenue? Technical skills include ADP, Microsoft Access, Oracle, PeopleSoft, Word, PowerPoint, SAP, Excel and Outlook.

Contributed to the company’s success through creating reports from current payroll system (ADP) for headcount reporting and administration. Some of the tasks were designing and implementing first compensation function and salary administration processes, as well as creating first US and China salary structures. The management of project for human resources information system implementation (Silkroad/Heartbeat) was also carried out.

Supported company goals and objectives by designing compensation function for entrepreneurial company and creating job hierarchies based on interviews with senior management. Recommending enhancements to payroll system for data capture, as well as working with external vendor in cleanup of FLSA status issues was also carried out.

Would it be beneficial for your organization to employ a compensation analyst with work background in a university hospital? Technical expertise encompasses Workday, PeopleSoft HR, ePRISM, Workday, Microsoft Office Suite and more.

While working for a healthcare system as a sr. compensation analyst, analyzed department requests for job classification and compensation review. Some of the tasks were communicating and consulting with department managers to discuss classification and compensation recommendations, procedures and interpretation of policies / regulations. Also, worked strategically and collaboratively with internal business partners to facilitate all compensation processes as well as wage and salary administration including new hire Offers, job classification and career ladders.

Serving as a compensation analyst, this individual managed all annual compensation activities (Performance evaluation, merit, salary review, Bonus payments in Workday). Also, maintained integrity of position and salary data and compensation transactions through accurate data entry, monitoring and auditing of position control, bargaining unit, and processing operations. Assisted in the resolution of wage and salary discrepancies. Furthermore, gathered information to assist with recommendations for the development and implementation of human resources policies, procedures and programs related to compensation and classification.

The future success of your organization could be helped by this HRIS analyst who is experienced in government, food and banking industries, with expertise in PeopleSoft HR. Technical competencies involve PeopleSoft HR, Active Directory, Kronos, ECC, BW for HR reporting and Cognos ReportNet.

Important contributions within the banking industry included providing on-going support and maintenance of the Payroll/Time Entry systems. Major achievements encompassed testing/implementing the new Retro calculation program, in addition to handling Paygroup realignment involving earnings program, pay period offset and pay calendar changes. In line with the organization’s systems development process, this analyst troubleshot and resolved issues on department budget setting.

Checking reversals, self-service pay check generation, time entry load to Paysheet and ROE configuration changes were some of the tasks handled within the government sector. Hastus Time data was successfully tested to PeopleSoft Payroll interface. The job entailed reviewing various business processes to perform fit/gap analysis in the planning and development of changes as well as implementing new functionality/business processes related to Oracle-PeopleSoft Enterprise Payroll/Time Entry.

Is impacting your organization with a compensation analyst who is knowledgeable in PeopleSoft HR, with expertise in IT, professional and business services industries a current business consideration? Technical specializations cover PeopleSoft HR, PeopleSoft Query Reporting, Crystal Reporting, PeopleTools, Mercury Test Director, SQL, payroll, prototyping (IDP) and more.

Working for a professional services company as a compensation analyst, duties included handling PeopleSoft HCM assessments, implementations, upgrades and enhancements for small, medium and large size organizations. This included tackling complex business and technical issues, in addition to working on deep-dive business analysis level work. Aside from effectively conducting all business requirement gathering, additional tasks included dealing with fit gap and design sessions.

This compensation analyst served as a key advisor to top management and business end-users across all operating units in the conversion of current, primarily manual business processes on the DOS-based Infinium system to PeopleSoft best practice processes. Duties included gaining approval to automate a large number of manual HR, Benefits and Recruiting processes while leading data validation and final configuration efforts. Reports design and testing planning processes were also accomplished.

Would it be beneficial for your organization to employ a compensation analyst with extensive experience in human resources, market forecasting and compensation planning? Technical proficiency includes Lawson Human Resource Management, Microsoft Office Suite and Kronos Time and Attendance/Scheduling Systems.

Being employed in a post-acute care hospital as a compensation analyst, part of the job was to oversee a compensation model for the healthcare system with over 6000 employees. Some of the primary responsibilities were providing market analysis for management, supporting clinical roles across the healthcare system to review individual compensation against market targets, as well as recommending adjustments as appropriate.

As a compensation analyst, educating management and staff on compensation philosophy, policy and implementation was one of the main functions. Participating in local market and national compensation surveys on behalf of 7 facilities on an annual basis was also part of the job. Other tasks involved assisting in the preparation for Lawson Human Resource software implementation throughout the hospital and helping in the development of processes for core users.