| Business Analyst with HR Compensation experience Remote USC GC only at Remote, Remote, USA |
| Email: [email protected] |
| From: shaik, Convextech [email protected] Reply to: [email protected] Position Title Business Analyst with HR Compensation experience. Location: 100% remote Expected Duration 3+ Months contract with possibility of extension or permanent. Visa acceptance: US Citizen or GC Rate: $50/hr on C2C 10+ years experience with Compensation J ob Description: Evaluate job positions, determining classification, exempt or non-exempt status, and salary. Provide advice on the resolutions of classifications and salary inquiries. Partner with HRBPs/HR Client Directors when communicating results of position evaluations and FLSA classifications. Ensure company compliance with federal and state laws, including reporting requirements. Prepare occupational classifications, job descriptions and salary scales which are stored in the system of record (Employee Central). Advise managers and employees on state and federal employment regulations, compensation policies, personnel procedures, and classification programs. Prepare reports, such as organization and flow charts, and career path reports to summarize job analysis and evaluation and compensation analysis information. May plan, develop, evaluate, improve and communicate methods and techniques for selecting, promoting compensation and evaluating effectiveness. Assess need for and develop job analysis instruments and materials. Compile and prepare employee information such as, base salaries, incentive targets/payouts, grade levels, etc. for salary survey participation and submission. Compile and submit organizational information for submission to survey sources. Surveys include, compensation, salary budget and compensation policies and procedures survey participation submissions. Create and present PowerPoint presentations relating to compensation philosophy for HRBPs/HR Client Directors and LOB Leaders. Consult with and serve as a SME between HRBPs and LOB Leaders when discrepancies arise within LOB members, re: equity, incentives, and grade level variances. Collaborate with HRBPs on any issues/concerns relating to the area of compensation practices and policies. Analyze organizational, occupational, and potential industrial data to provide guidance to HRBPs when they need to facilitate organizational functional changes (i.e. hierarchy changes, span of control, etc.). Help Executive Comp team for year-end market analysis for executives when doing salary planning. Assist with researching and compiling information to support decisions based on market information. May help and/or guidance with retention recommendations, sign-on bonuses, etc. Conduct market research on similar/same practices in same industry or other industries within same scope of PSEG revenue scope. Maintain market pricing system (Pay Scale) to ensure the safety and security of PII data and integrity of the system. Responsible for granting and/or removing access to system. Responsible for the integrity of the job description database, Job Profile Builder (JPB). Responsible for creating and setting up new job codes in employee central (EC), maintain all aspects of job information in all three systems. Develop and present training materials for year-end salary planning. Present to all levels of management who are people managers. Serve as SME's for questions relating to material presented. Conduct ad-hoc analysis for Sr. Leadership when requested. Keywords: active directory green card |
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| Thu Jan 18 00:21:00 UTC 2024 |