Sr Compensation Analyst

Summary
Responsible for leading various compensation programs and/or supporting HR partners, business leaders, and employees across various departments throughout the entire compensation lifecycle.
Primary Duties & Responsibilities:

• Maintains internally equitable and consistent salary administration and determines job levels and pay structures through job evaluation process.
• Partners in the design, implementation, and administration of compensation programs unique to assigned business areas.
• Collaborate with Business HR teams on development and maintenance of job creation, job classification, salary/pay grades, and job descriptions in accordance with internal standards and market prevalence.
• Lead enterprise salary survey strategy. Ownership of end-to-end survey administration process, including utilization analysis, budget review, participation, and results.
• Lead compensation programs from end-to-end. Develop project plans, communications, training, analysis, and influence change management and process improvement across various HR teams.
• Manages partnership with various HR teams such as talent acquisition, employee relations, and/or HR analytics.
• Lead annual marketing pricing review process by creating the project plan, developing communications & resources, analyzing data, and partnering with broader compensation team, HR, and the business to execute data-driven recommendations.
• Relationship manager and internal subject matter expert for market pricing tool vendor.
• Analyzes market data using mathematical modeling (regression analysis, linear modeling, etc). Analyzes competitive position for total comp, short and long-term incentives.
• Makes recommendations to compensation leadership team on salary range movement, market adjustments, and adjustments to competitive pay programming.
• Other duties as assigned.

Qualifications

• Bachelor's degree in business, human resources, finance, math or equivalent degree.
• Minimum of 5 years compensation experience including experience with job evaluations, market pricing, and leading various compensation programs throughout entire lifecycle.
• Experience consulting to HR partners and business leaders on compensation practices and programs.
• Exceptional analytical and mathematical skills.
• Strong business acumen to include knowledge in current and future practices, trends and information affecting the business and organization.
• Demonstrated ability to apply knowledge across complex business areas.
• Proven ability to build a strong rapport with people at all levels of the organization and influence without authority.
• Demonstrated ability to integrate among the various Human Resources disciplines.
• MBA in business or related field or CCP (Certified Compensation Professional) designation desirable

#LI-Hybrid
Compensation Range:
Pay Range - Start:
$76,650.00
Pay Range - End:
$142,350.00
Geographic Specific Pay Structure:
195 - Structure 110: 84,350.00 USD - 156,650.00 USD 195 - Structure 115: 88,130.00 USD - 163,670.00 USD
We believe in fairness and transparency. It's why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you're living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click here to learn more.
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Northwestern Mutual is an equal opportunity employer who welcomes and encourages diversity in the workforce. We are committed to creating and maintaining an environment in which each employee can contribute creative ideas, seek challenges, assume leadership and continue to focus on meeting and exceeding business and personal objectives.
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We're excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and our commitment to a culture of belonging.

• Flexible work schedules
• Concierge service
• Comprehensive benefits
• Employee resource groups