Compensation Analyst

Summary:

Overview:

The Compensation Analyst plays a critical role at the ASPCA, providing technical and analytical support to the Compensation sub-team on the People Team.

Who We Are

Our People ARE the ASPCA. The People Team (HR) at the ASPCA enables the organization to thrive by empowering and valuing every team member and providing an exceptional workplace across our varied disciplines. To make the greatest impact on animals, we must support the people who do the work, so our staff feel investment from the organization and can effectively prioritize and engage with our mission, work together, and develop the skills and capabilities necessary to achieve our goals. With engaged and committed staff, we can successfully serve the ASPCA’s guiding vision that animals in the United States live good lives; valued by society, protected by its laws and free from cruelty, pain and suffering.

What You’ll Do

The Compensation Analyst will obtain and analyze competitive market data and partner with leaders across the organization to generate salary offers, promotional increases, and other compensation adjustments while ensuring internal equity across all organizational pay levels. This person will be responsible for salary benchmark analyses, position evaluations, compliance and payroll reporting, performance evaluation, compensation and time tracking administration in Workday, compensation training materials and salary survey participation – projects which play a critical role in supporting our competitive and equitable compensation and rewards system.

The Compensation Analyst reports directly to the Senior Director, Compensation and has no direct reports.

Where and When You’ll Work

• This remote-based position (which requires travel, as described below) is open to all eligible candidates based within the United States.
• Ability and willingness to travel up to 5% annually, as needed.

What You’ll Get

Compensation

The target hiring range is based on where the employee works, which for remote roles is the employee’s primary location of residence, and its respective cost of labor. You can view which zone applies to you based on your location (aspca.app.box.com/v/aspcazonetable). For questions regarding locations not on the list, please send an email to Careers@aspca.org for more information.
 

Starting pay for the successful applicant will depend on a variety of factors, including but not limited to education, training, experience, location, business needs, internal equity, market demands or budgeted amount for the role. The target hiring range is for new hire offers only, and compensation may increase beyond the maximum hiring range based on performance over time. The maximum of the hiring range is reserved for candidates with the highest qualifications and relevant experience. The expected hiring salary ranges for this role are set forth below and may be modified in the future.

• Zone 1: $62,000 - $66,000 annually
• Zone 2: $68,000 - $73,000 annually
• Zone 3: $75,000 - $80,000 annually

For more information on our benefits offerings, visit our website.

Benefits

At the ASPCA, you don’t have to choose between your passion and making a living. Our comprehensive benefits package helps ensure you can live a rewarding life at work and at home. Our benefits include, but are not limited to:

• Affordable health coverage, including medical, employer-paid dental and optional vision coverage.
• Flexible time off that includes vacation time, paid personal time, sick time, bereavement time, paid parental leave, and 10 company paid holidays that allows you even more flexibility to observe the days that mean the most to you.
• Competitive financial incentives and retirement savings, including a 401(k) plan with generous employer contributions — we match dollar-for-dollar up to 4% and provide an additional 4% contribution toward your future each year.
• Robust professional development opportunities, including classes, on-the-job training, coaching and mentorship with industry-leading peers, internal mobility, opportunities to support in the field and so much more.

Responsibilities:

Responsibility buckets are listed in general order of importance, and include but are not limited to:

Compensation Analysis

• Recommend new hire salary offers and pay rate changes for promotions/transfers/salary adjustments through our position evaluation process, based on internal peer positioning and market analysis, for staff and when needed, extended workforce

• Collaborate on internal and external research and analysis (e.g. position evaluations, reclassification evaluations, and exempt and non-exempt determinations) and advise management on pay decisions, job evaluations/classifications and all compensation guidelines, policies and procedures

• Work collaboratively with Hiring Managers, Talent Acquisition and People Partners on identified role(s) in need of a compensation analysis

• Perform internal compression analyses

• Participate in external compensation/salary surveys

• Research and analyze published compensation surveys and sources to gather data and determine organization’s competitive position 

• Benchmark jobs against survey data and other market research to determine competitive compensation ranges for identified positions, in alignment with our organization's compensation philosophy.

• Serve as back-up on all compensation-related compliance efforts related to managing minimum wage, EEO-1, California Pay Reporting Data, timely collection of Wage Theft Protection Act (WTPA) forms, and any other ongoing compliance efforts as needed 

• Deliver timely and quality customer service to employee compensation and time-tracking inquiries

Compensation and Compliance Administration

• Contribute to all compensation-related compliance efforts related to managing federal, state and local minimum wage increases, timely collection of Wage Theft Protection Act (WTPA) forms at onboarding, regulatory reporting requirements, and any other ongoing compliance efforts as needed 

• Identify and record FLSA classification for reviewed roles

• Audit and follow-up with staff and managers to ensure timely compensation change and merit increase processing occurring outside of the merit cycle     

• Provide back-up payroll reports and time tracking administration support 

• Support in identifying and correcting payroll discrepancies due to compensation or time tracking errors

• Assist with calculating, administering, and processing union-related raises and one-off merit increases occurring outside of the Performance Review cycle

• Provide support in the implementation and ongoing administration of compensation systems including the compensation structure, maintenance of complete compensation history, job description storage, developing and maintaining job profiles and new positions in Workday, as needed

• Administer the ASPCA’s internal monetary rewards and recognition plans

• Coordinate and provide general administrative support to the Compensation team as needed

• Support Compensation Team and Senior Vice President, People on special compensation-related projects and ad-hoc reporting as needed

Compensation Communications and Resources

• Outline and draft select compensation-related communications

• Contribute to the design and maintenance in the maintenance of the Compensation Team’s Workvivo Knowledge pages

• Contribute to the development of new tools (e.g. job aids, training decks),  and improved processes on compensation, position evaluation and related topics

• Keep the Compensation Policy Guidelines up to date and easily accessible to staff

• Maintain any comp-related Standard Operating Procedures (SOPs) for the Compensation team

• Create and facilitate both live and recorded compensation training for staff

• Support Compensation Team and Senior Vice President, People on special compensation-related projects and ad-hoc reporting as needed

Education and Work Experience

• High school diploma, GED, or equivalent professional experience required

• At least 4 years of professional work experience.

• At least 2 years’ experience working in a compensation function, including but not limited to experience with the following:

  • Collaborating on internal and external research

  • Completing position evaluations and advising pay leaders on compensation decisions

  • Researching and analyzing compensation surveys and benchmarking jobs against survey data

  • Supporting compensation-related compliance efforts

• Experience with HRIS database systems preferred; experience with Workday strongly preferred

Additional Information

• World at Work Membership or Society for Human Resource Management preferred

• Certified Compensation Professional (CCP) certification a plus

Qualifications

• Must be proficient with Microsoft Office suite of programs, including strong Excel skills (e.g. creating pivot tables, VLOOKUP formulas, IF statements, etc.)

• Strong attention to detail, process orientation, and accuracy

• Strong problem-solving and critical thinking skills

• Ability to multi-task

• Effective communication skills including a welcoming and patient demeanor; must possess an assertive yet tactful and respectful manner

• Excellent time management and prioritization skills are necessary

• Ability to maintain strict confidentiality when dealing with sensitive information

• Ability to work well independently and as a self-starter

• Ability to collaborate well with others on multiple projects simultaneously

• Must possess an ability to prioritize, multi-task and be flexible in changing priorities when necessary

• Ability to exemplify ASPCA’s core values and behavioral competencies

• General compensation knowledge including compliance with state and or federal laws as well as the administration of our compensation program, including union and non-union employees

• Basic knowledge of payroll processes

• Ability to exemplify ASPCA’s core values and behavioral competencies

Qualifications:

Language:

Education and Work Experience:

Our EEO Policy:
The ASPCA is an Equal Employment Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

Applicants with disabilities may be entitled to a reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the ASPCA’s standard application process, which will ensure an equal employment opportunity without imposing undue hardship on the ASPCA. Please inform the ASPCA’s People Team if you need an accommodation in order to complete any forms or to otherwise participate in the application process.

Individuals seeking employment are considered without regards to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

ASPCA is an Equal Opportunity Employer (M/F/D/V).

About Us:
The ASPCA was founded in 1866 on the belief that animals are entitled to kind and respectful treatment by humans and must be protected under the law. As a 501(c)(3) not-for-profit corporation with more than two million supporters nationwide, the ASPCA is committed to preventing cruelty to dogs, cats, equines, and farm animals throughout the United States.

The ASPCA is headquartered in New York City, where we maintain a full-service animal hospital, spay/neuter clinic, mobile spay/neuter and primary pet care clinics, a rehabilitation center for canine victims of cruelty, kitten nursery, adoption center, and two community veterinary centers.

The ASPCA also operates programs and services that extend nationwide. We assist animals in need through on-the-ground disaster and cruelty interventions, behavioral rehabilitation, animal placement, legal and legislative advocacy, and the advancement of the sheltering and veterinary community through research, training, and resources.

At the ASPCA, we are committed to fostering a collaborative and compassionate culture and we welcome all voices to contribute to our lifesaving mission. Our staff represent a vast array of backgrounds and diversity dimensions, bringing with them valuable experiences and perspectives. They join the ASPCA to learn, grow, and continually do their best work on behalf of animals. We are inspired by our staff, partners, and the communities we support across the country who work to improve animal lives. We are committed to diversity, equity, and inclusion at the ASPCA because it elevates our organizational culture, aligns with our Core Values, and enables us to move further and faster toward the ASPCA’s vision – that all animals live good lives; valued by society, protected by its laws, and free from cruelty, pain and suffering.

Your Employee Rights Under the Family and Medical Leave Act:
Pursuant to regulations of the Family and Medical Leave Act (FMLA), we provide this notice to applicants about eligible employees’ protected leave for certain reasons. Click on the link to learn more.

Applicants that are residents of Colorado and Oregon: Per CO Senate Bill 23-058 and ORS 659A.030, we cannot generally request or require any age-related information (i.e., age, DOB, attendance or graduation dates from an educational institution) on an initial employment application; this includes any age-related inquiries through completion of the initial interview. We can require/request additional application materials; if those materials contain any age-related information, an applicant should redact the information before submitting an initial employment application.

Indiana Applicants: Pursuant to Indiana law, we are providing notice that it is an unlawful employment practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by: (1) refusing to employ an applicant for employment on the basis that the applicant is a veteran of the armed forces of the United States; or (2) refusing to employ an applicant for employment on the basis that the applicant is a member of the Indiana National Guard or a member of a reserve component. Should you feel that you were a victim of discrimination on the basis of veteran status, please let us know at careers@aspca.org. Alternatively, you can file a complaint with the following agencies at any time: Indiana Civil Rights Commission (ICRC) 100 North Senate Avenue, Room N103, Indianapolis, IN 46204; Office: (317) 232-2600 | Toll Free: (800) 628-2909; Hearing Impaired: (800) 743-3333 | Fax: (317) 232-6580; E-mail: icrc@crc.in.gov | Website: www.in.gov/icrc. Equal Employment Opportunity Commission - Indianapolis Field Office; 115 W. Washington Street South Tower Suite 600; Indianapolis, IN 46204; Phone: 463-999-1240; Fax: 317-226-7953; TTY: 1-800-669-6820;ASL Video Phone: 844-234-5122.

Massachusetts Applicants: Per Massachusetts law, we are providing notice that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Philadelphia Applicants: You may view your rights under the Fair Criminal Record Screening Standards Act here.