Hybrid on-site schedule (3 days a week most weeks)
OPEN TO CHICAGO OR NYC OFFICE
Position Summary: Compensation Analyst
The Compensation Analyst plays a pivotal role in managing compensation processes for both business professionals and attorneys. This multifaceted role encompasses overseeing merit and bonus processes, conducting salary surveys, and benchmarking new and existing positions. The Compensation Analyst upholds a high standard of professionalism and strict confidentiality regarding client and firm matters.
- Strategic Compensation Guidance: Provide guidance on compensation for business professionals and develop compensation programs that align with the firm’s strategy, mission, and legal industry standards.
- Market Analysis: Lead compensation analysis and market pricing for roles, ensuring a competitive pay structure while adapting to market trends, internal equity, and engagement needs.
- Job Classification: Collaborate with the Non-Legal Staff Recruiting Manager to analyze and review job classification and reclassification requests. Ensure quality control in the job classification process for both existing and newly created positions, conducting job audits when necessary.
- Merit and Bonus Structure: Work with the Chief Talent Officer, Director of Human Resources, and Finance to strategize merit and bonus structures for non-partner attorneys not classified as Associates.
- Market Research: Identify and research market changes in compensation and bonus structures within the Am Law 100 firms and analyze competitive compensation practices in the job market. Contribute to established compensation surveys and develop custom surveys as needed.
- Collaborative HR Support: Establish a consultative and collaborative relationship with other HR colleagues to understand and deliver compensation programs and maintain pay equity.
- Compliance and Program Development: Maintain compensation programs and systems, ensuring compliance with federal, state, and local laws and regulations, including pay transparency laws in various jurisdictions. Analyze trends, research best practices, and recommend program revisions and development.
- Communication and Tools: Participate in the development of compensation communications to ensure leaders and managers have the necessary knowledge, and facilitate the development, implementation, and maintenance of compensation processes, tools, and systems.
- Job Descriptions: Assist in reviewing, maintaining, and updating job descriptions for business professional positions in collaboration with the Director of HR and Non-Legal Staff Recruiting Manager. This includes establishing FLSA status, classification, EEO codes, and job codes, as well as addressing classification questions and FLSA exemptions while recommending compensation adjustments.
Knowledge, Skills, and Abilities:
- Bachelor's or Master's degree in Human Resources Management, Business Administration, or a related field, along with at least four years of progressive experience in compensation processes. Experience in a law firm or professional services firm is preferred.
- Preferred certifications: SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) and certified compensation professional credentials.
- Proficiency in Windows operating systems and Microsoft Office Suite, including advanced Excel skills.
- Strong understanding of state and federal laws and regulations related to compensation programs and pay transparency.
- Excellent quantitative and analytical skills with a comprehensive knowledge of compensation administration.
- Strong communication skills, both orally and in writing, with internal and external stakeholders at all levels.
- Exceptional attention to detail, accuracy, and the ability to prioritize and meet deadlines.
- Demonstrated trustworthiness in handling confidential and sensitive information.
- Strategic thinking and strong problem-solving abilities.
- Exceptional organizational skills and the capacity to manage time effectively.
- Ability to work in a fast-paced environment and handle stress while troubleshooting and resolving issues quickly.
- Capability to identify and analyze complex issues and recommend and implement solutions.
- Occasional lifting of files, written documentation, or office supplies weighing up to 10 pounds.
- Willingness to work more than 37.5 hours per week when required to fulfill the essential duties of the position.