Job Summary/Purpose
You are a data-driven compensation professional and aficionado! You yearn for something different, new, and exciting. You enjoy, love, and get a kick out of data from using formulas, summarizing data, and using it to present a business case. As a Senior Compensation Analyst on the Total Rewards team, you will:
- Work closely with some pretty awesome people in nearly every department to provide compensation consulting, provide analytical, technical, and administrative support as it relates to our compensation programs and reporting
- Play a role in the implementation and administration of compensation programs such as base pay, short and long-term incentives, job evaluations, market reviews, annual compensation cycle processes, and ad-hoc projects that support the company’s compensation strategy
- Offer guidance and analytical support for the implementation and execution of compensation processes, programs, and practices
Sounds amazing, doesn’t it! This role is a remote position.
Responsibilities
General Compensation:
- Evaluate new and existing jobs to determine appropriate salary grade, FLSA classification, and/or salary adjustments
- Conduct ongoing analysis to support market pricing and assist company leaders in making informed, competitive compensation decisions
- Prepare and present summary reports of job analysis and compensation analysis information
- Benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges for each position
- Assist in providing compensation support for job offers to ensure internal and external equity
- Maintain documentation of FLSA determinations and classifying exemption status for jobs through review of job profile audits and ensure appropriate EEO mapping of positions
- Maintain and improve our compensation systems, working with the People team to make sure tools are integrated, scalable, and able to support the company as we grow.
- Drive automation and process improvements for compensation programs; develop methods for supporting innovation and change across the organization
- Compile, validate, and submit data for annual and ad-hoc compensation surveys
- Support administration of short-term and long-term incentive programs
Pay Transparency and Compliance:
- Support compliance with state and local pay transparency laws by maintaining up-to-date salary ranges and documentation
- Partner with Talent Acquisition to provide accurate and compliant pay ranges for job postings and candidate communications
- Monitor evolving legislation on pay transparency and assist in implementing updates to internal guidelines and systems
- Ensure ongoing audits for internal compliance, governance, ensuring adherence to state, local, and federal statutes and laws
Equity:
- Assist with the day-to-day administration of the Company's equity (stock-based) incentive plans
- Ensure that all equity transactions are processed and settled timely and accurately; reconcile transactions, termination dates, tax withholding, and reporting, and other items as required
- Perform periodic reviews and reconciliations of participant data and transactions to ensure accuracy and in accordance with policies and audit procedures
- Provide accurate, timely, and usable reporting to important collaborators (i.e., Payroll, Accounting, Legal, Human Resources, etc.)
- Handle equity plan-related inquiries and requests from employees, executives, board members, and external brokers on a regular basis
- Assist in preparing equity-related materials for the compensation committee and leadership
HRIS/Reporting:
- Maintain compensation information in HRIS; establish an audit cadence to ensure data accuracy and integrity
- Create and run reports to support compensation program administration and assist with other reporting needs
- Validate and audit HRIS data regularly to ensure compensation information is accurate, consistent, and compliant
- Partner with HRIS/People Ops to troubleshoot data issues, improve data integrity, and streamline reporting processes
Compensation Cycle:
- Lead the preparation and administration of the company’s annual merit cycle, including setup, testing, data validation, and post-cycle reporting
- Partner with HRBPs and leaders to ensure smooth execution of merit planning; provide training, reporting, and troubleshooting support
- Maintain and enhance our cloud-based merit planning system; collaborate with People Ops and HRIS (Wurk) to ensure data accuracy, integrations, and timely updates
Minimum Qualifications
- College degree or equivalent combination of education, training, and/or experience
- Three (3) or more years of progressively responsible and relevant experience
- Strong data analysis skills with the ability to work with large data sets and synthesize data to identify trends; analytical and conceptual ability necessary to evaluate internal and external data
- Knowledge of Fair Labor Standards Act, Pay Equity, and other laws, regulations, etc., governing classification pay issues
- Demonstrated ability to identify non-routine situations and exceptions and apply effective problem-solving skills
- Demonstrated ability to independently plan, prioritize and organize work while managing many priorities
- Strong attention to detail
- Strong written and verbal communication skills
- Strong interpersonal skills, effective team member, and builder of productive working relationships
- Ability to think critically, anticipate issues, and proactively suggest solutions
- Ability to maintain a high level of confidentiality
- Proven ability to achieve objectives in a dynamic, often ambiguous, environment
- Proficiency with Microsoft Office (Excel, Word, PowerPoint)
Preferred Qualifications
- Five (5) or more years of progressively responsible and relevant experience
- Prior experience in developing and implementing base pay and incentive programs (e.g., salary structures, salary grades, job families, job architecture)
- Experience in working with compensation analysis related to union / collective bargaining agreements
- Knowledge of basic accounting and financial principles and the requirements of collaborating with Finance on relevant compensation activities
- Experience with various HCMS/HRIS systems (PeopleSoft, SAP, Wurk, Workday, UKG, Callidus, ADP, SuccessFactors)
- Experience with compensation related software (PayFactors, Payscale, MarketPay, Salary.com, CompAnalyst, ERI)
- WorldatWork certification (CCP, GRP, CECP, CSCP)
- Microsoft Excel certification
Additional Requirements
- Must pass any and all required background checks
- Must be and remain compliant with all legal or company regulations for working in the industry
- Must possess a valid driver’s license
- Must be a minimum of 21 years of age
- Must be approved by state badging agency to work in the cannabis industry
The pay range is competitive and based on experience, qualifications, and/or location of the role. Positions may be eligible for a discretionary annual incentive program driven by organization and individual performance.
Top Skills
What We Do
We are a national cannabis consumer packaged goods company and retailer. Our mission is to promote well-being through the power of cannabis while giving back to the communities in which we serve. Established in 2014, Green Thumb employs over 4,800 people and serves thousands of patients and customers each year.
Green Thumb manufactures and distributes a portfolio of branded cannabis products including RYTHM, Dogwalkers, Beboe, Good Green, incredibles, Doctor Solomon’s, &Shine, and owns and operates rapidly growing national retail cannabis stores called RISE.
Why Work With Us
Cannabis is a rapidly growing industry. It's the Great American Growth story, and it is much more than revenue numbers. It's a story about people first. From our commitment to helping right the wrongs caused by the War on Drugs to our passionate team members, people and their well-being are at the core of everything we do at Green Thumb.
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