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Open nowPosted 6 days ago

Sr. Compensation Analyst

Brady Corporation130 open roles

Where
Milwaukee, WI, USA
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Your applicationOpen nowSr. Compensation AnalystBrady Corporation · Milwaukee, WI, USA

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Share of postings closed within
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  2. 4.4%3 days
  3. 11.5%7 days
  4. 18.1%14 days
  5. 35.6%30 days
  6. 44.6%60 days
This job: posted 6 days ago

The posting

The Senior Compensation Analyst at Brady will play a pivotal role within the Brady Total Rewards team. They will partner with leadership on program design and will spearhead the execution and administration of our global compensation and total rewards programs. This role entails managing the annual merit and bonus process in Workday, overseeing compensation structures, conducting in-depth analyses to drive strategic insights, and providing essential support to HR business partners worldwide. This role reports directly to the Global Director of Total Rewards.

  • Take charge of all compensation activities, including job evaluations, salary recommendations, creating and enhancing compensation structures, developing controls and completing audits and identifying ways to improve upon current compensation practices.
  • Collaborate in the strategic development of new compensation programs and policies to align with organizational goals.
  • Lead the annual merit and bonus process in Workday, including coordination of merit budgets, ensuring accuracy of bonus payout calculations, and preparation of communications and training materials. Collaborate with HRIS and HR business partners to drive process improvements.
  • Utilize Payfactors to automate benchmarking and conduct pay equity analyses, ensuring proactive insights and compliance with regulations.
  • Stay updated on pay transparency and pay equity regulations. Collaborate with key stakeholders to raise awareness, devise roadmaps, and implement strategies for compliance.
  • Determine global salary survey needs, participate in surveys, and interpret results to benchmark current practices effectively.
  • Assist in the annual review of executive compensation levels and prepare comprehensive annual U.S. total compensation statements.
  • Generate and maintain turnover, compensation, and other KPI reports to inform decision-making processes.
  • Partner with HRIS to leverage technology for enhanced compensation process administration.
  • Support integration of compensation programs for mergers and acquisitions as needed.
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