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Human Resources Compensation Analyst Jobs in Arkansas

Human Resources Compensation Analyst
By Alliant Insurance Services At United States
Bachelor's degree in business, mathematics, economics, or related field of study, or equivalent combination of education and experience
Ability to solve complex problems using best practices and knowledge of internal business conditions and external compliance requirements
Two (2) or more years of compensation experience
Strong consultative and effective communication skills
Ability to stay organized and self-manage multiple high-priorities in a fast-paced environment
We execute our goals with a passion for compensation, curiosity about business, partnership-mindset, and while fostering a tight-knit team culture.
Human Resources Analyst Jobs
By Rose International At United States
• Drive management for closure of control gaps identified by risk assessment process regionally
• 2+ years’ WORKDAY testing experience
HP Quality Center (HPQC) or ALM knowledge
• Bachelor’s/University degree or equivalent experience
• Engage technology partners where needed to implement changes and control implementations
• Has the ability to operate with a limited level of direct supervision.

Are you looking for a challenging and rewarding role in Human Resources? We are looking for an experienced Compensation Analyst to join our team! As a Compensation Analyst, you will be responsible for developing and administering compensation programs that are competitive and compliant with applicable laws and regulations. You will also be responsible for conducting job analyses, developing job descriptions, and evaluating jobs for compensation purposes. If you have a passion for Human Resources and are looking for an opportunity to make a difference, this is the job for you!

Overview Human Resources Compensation Analysts are responsible for developing and administering compensation programs for an organization. They analyze job descriptions, review job evaluations, and research salary surveys to determine the appropriate salary range for each position. They also develop and implement incentive plans and bonus programs, and provide guidance to managers and employees on compensation-related issues. Detailed Job Description Human Resources Compensation Analysts are responsible for developing, implementing, and administering compensation programs for an organization. They analyze job descriptions, review job evaluations, and research salary surveys to determine the appropriate salary range for each position. They also develop and implement incentive plans and bonus programs, and provide guidance to managers and employees on compensation-related issues. They also review and analyze job postings to ensure that they are competitive and in line with the organization’s compensation philosophy. Additionally, they may be responsible for conducting salary surveys, analyzing market trends, and making recommendations for changes to the organization’s compensation structure. Job Skills Required
• Knowledge of compensation principles and practices
• Knowledge of labor laws and regulations
• Analytical and problem-solving skills
• Excellent communication and interpersonal skills
• Ability to work independently and as part of a team
• Proficiency in Microsoft Office Suite
Job Qualifications
• Bachelor’s degree in Human Resources, Business Administration, or a related field
• At least 3 years of experience in a compensation-related role
• Professional certification in compensation (e.g. CCP, CCP-P, or CCP-M) is preferred
Job Knowledge
• Knowledge of compensation principles and practices
• Knowledge of labor laws and regulations
• Knowledge of job evaluation methods
• Knowledge of salary surveys and market trends
Job Experience
• At least 3 years of experience in a compensation-related role
• Experience in developing and administering compensation programs
• Experience in conducting salary surveys and analyzing market trends
Job Responsibilities
• Analyze job descriptions and review job evaluations to determine the appropriate salary range for each position
• Develop and implement incentive plans and bonus programs
• Provide guidance to managers and employees on compensation-related issues
• Review and analyze job postings to ensure that they are competitive and in line with the organization’s compensation philosophy
• Conduct salary surveys and analyze market trends
• Make recommendations for changes to the organization’s compensation structure