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About the Role

The Compensation Analyst independently manages the Funds' day-to-day compensation analysis and job-evaluation activities. This role evaluates complex positions, develops compensation recommendations, administers salary structures, and provides decision support to leadership. The Compensation Analyst serves as the primary compensation resource, managing assigned reviews from intake through documented recommendation.

Responsibilities

Administer and maintain compensation policies, procedures, guidelines, and related documentation.
Independently lead compensation reviews for complex, technical, leadership, newly created, substantially revised, vacant, and incumbent positions.
Independently select and document defensible external market benchmarks using multiple reliable sources.
Develop clear compensation recommendations balancing external competitiveness, internal equity, salary-structure alignment, incumbent positioning, compression risk, and budget considerations.
Administer salary structures, job grades, job codes, benchmark assignments, and related compensation records.
Evaluate starting salaries, promotions, transfers, reclassifications, market adjustments, retention requests, and other pay actions.
Support annual compensation planning, including salary-review files, increase modeling, eligibility validation, data audits, manager guidance, approvals, and post-cycle reconciliation.
Conduct pay-equity, salary-compression, range-penetration, organizational-leveling, compensation-cost, and trend analyses.
Partner with HRIS and Payroll to validate compensation data, test system changes, resolve discrepancies, and improve the reliability and efficiency of compensation processes and reporting.
Maintain the job-description library and compensation documentation.
Provide consultative guidance to HR colleagues and managers on compensation policies, salary ranges, job leveling, offer development, and appropriate documentation.
Monitor developments in compensation practice and applicable wage-and-hour, pay-transparency, and pay-equity requirements.
Support compensation surveys, regulatory or internal reporting, audits, organizational-design reviews, and special projects as assigned.

Requirements

Minimum 3 years of progressively responsible compensation experience is required, including independent job evaluation, complex market pricing, salary-structure administration, compensation analytics, and development of pay recommendations.
Experience in a complex, multi-entity, unionized, not-for-profit, health and welfare fund, or similarly regulated environment is preferred.
Working knowledge of compensation principles and practices, including job analysis, market pricing, salary structures, internal equity, pay compression, and base-pay administration.
Ability to independently manage compensation reviews from intake through documented recommendation.
Strong quantitative, analytical, and problem-solving skills, with exceptional accuracy and attention to detail.
Advanced proficiency in Microsoft Excel, including formulas, lookups, pivot tables, data validation, and analysis of large datasets.
Proficiency with Microsoft Word and PowerPoint.
Experience with an HCM/HRIS and compensation market-pricing platform.
Experience with Payfactors and/or Dayforce is preferred.
Ability to manage multiple concurrent evaluations and deadlines, organize supporting documentation, and work independently with appropriate escalation.
Sound judgment and demonstrated ability to handle confidential employee and compensation information.
Ability to explain technical compensation concepts and present clear, defensible recommendations in concise, business-oriented language.
Ability to read and interpret job descriptions, policies, survey methodologies, regulations, and technical compensation information.
Ability to prepare clear analyses, recommendations, correspondence, and presentations for varied audiences.
Strong written and verbal communication skills.
Consultative, service-oriented approach with the confidence to ask probing questions and challenge unsupported assumptions professionally.
Ability to build productive working relationships across HR, Finance, Payroll, Information Technology, and operating departments.
High degree of discretion, integrity, accountability, and follow-through.
Ability to work independently while contributing effectively as part of a collaborative HR team.
Adaptability and composure in a fast-paced environment with changing priorities.
Ability to analyze incomplete or complex information, identify relevant internal and external comparisons, evaluate competing considerations, and reach well-supported conclusions within established guidelines.

Skills

Microsoft Excel
Microsoft Word
Microsoft PowerPoint
HCM/HRIS
Compensation market-pricing platform
Payfactors
Dayforce

Location

Remote

Work Type

Full-time

Experience Level

Minimum 3 years of progressively responsible compensation experience

Education Level

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Mathematics, or a related field
An equivalent combination of education and/or directly relevant experience may be considered.

Benefits

Health benefits
Pension benefits
Retirement Savings benefits
Training benefits
Legal Services benefits

About the Company

Building Services 32BJ Benefit Funds (“the Funds”) is the umbrella organization responsible for administering Health, Pension, Retirement Savings, Training, and Legal Services benefits to over 185,000 SEIU 32BJ members.
Our mission is to make significant contributions to the lives of our members by providing high quality benefits and services.
We embody five core values: Flexibility, Initiative, Respect, Sustainability, and Teamwork (FIRST).
The Funds oversees and manages $11 billion of dollars in assets.
We use cutting edge technology such as: M365, Dynamics 365 CRM, Dynamics 365 F&O, Azure, AWS, SQL, Snowflake, QlikView, and more.