Compensation Analyst

United States·Wilmingtonmid

Compensation AnalystHuman Resources

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Quick Summary

Key Responsibilities

Partners with business lines to develop and update job descriptions. Serves as an internal consultant/compensation subject matter expert to business lines. Provides advice on pay decisions,

Requirements Summary

Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field required (Master’s degree or MBA is a plus). Equivalent combination of education, technical training,

Technical Tools

Compensation AnalystHuman Resources

AAA Club Alliance is seeking a Compensation Analyst to join our HR team in Wilmington! The Compensation Analyst position supports the design, implementation, and administration of compensation programs to ensure internal equity, external competitiveness, and compliance with applicable regulations. This role conducts market analyses, evaluates job classifications, and provides data-driven insights to guide compensation decisions and support organizational talent strategies.

What We Offer

~1 min read

As part of our team, you’ll enjoy a total rewards package designed to support your well-being, growth, and work-life balance. Our package includes:

✓Competitive annual salary; the starting base compensation for this position is: $65,059-$94,783*

✓Annual Bonus Eligibility

✓Hybrid schedule (3 days on-site weekly)

✓Comprehensive health benefits package

✓Generous accrued paid time off + 8 paid holidays

✓401(K) plan with company match up to 7%

✓Professional development opportunities and tuition reimbursement

✓Paid time off to volunteer & company-sponsored volunteer events throughout the year

✓Other benefits include a free AAA Premier Membership, Health & Wellness Program, Health Concierge Service, Life Insurance and Short Term/Long Term Disability

Responsibilities

~2 min read

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Partners with business lines to develop and update job descriptions.
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Serves as an internal consultant/compensation subject matter expert to business lines. Provides advice on pay decisions, variable pay strategy, policy and guideline interpretation.
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Performs job evaluations using market data from compensation surveys. Recommend pay grade to business lines and HR Business partners ensuring internal equity.
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Leads the Common Review process: conducting a supervisor audit, ensuring managers’ recommendations are within guidelines and necessary signatures are acquired; import the Common Review increases and performance ratings into the HRIS system; new manager training via Web-ex and job aids.
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Leads the Annual Bonus Plan process: audits eligibility; launches plan in Workday ensuring system parameters are current; coordinates scorecards and ensures Associates are mapped correctly; works with Finance to ensure payouts are calculated correctly.
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Assists in the development of the annual merit matrix.
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Reviews changes to business line variable pay plans; work with assigned business groups to ensure plans are market competitive.
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Performs FLSA exemption tests to ensure compliance with federal and state law. Maintain audit trail.
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Utilizes the HRIS system to run compensation related reports and extract data for analysis.
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Reviews compensation data changes in HRIS system for accuracy and approve for payroll processing
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Maintains and administers compensation guidelines for internal compensation practices. Develops, reviews, and recommends appropriate changes to compensation related policies.
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Completes salary surveys. Makes recommendations on surveys to purchase.
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Gathers data to be used to develop the annual merit budget and salary range movement recommendations.
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Works and helps lead integration acquisition activities for all compensation related items.
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Updates and maintains data on geographic differentials; make recommendations for zone changes.
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Maintains logs for job evaluations, FLSA testing and job codes.
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Creates job codes in HRIS system.
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Conducts minimum wage audits to ensure compliance with state and federal law.
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Works on special projects as assigned.
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Other duties as assigned.

Requirements

~1 min read

Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field required (Master’s degree or MBA is a plus). Equivalent combination of education, technical training, and experience may be considered in lieu of degree.
Minimum 3 years of applicable compensation experience, including compensation surveys, job evaluation methodologies, etc. Demonstrated experience in the design, analysis, and administration of variable compensation programs, including sales incentive plans, bonus structures, and other performance-based pay models required.
Certified Compensation Professional (CCP) designation preferred.
Workday experience preferred.

Human Resources

Ability to provide objective guidance to management on compensation guidelines and recommendations.
Strong communication and interpersonal skills, including the ability to present complex information in writing or group presentations.
Strong analytical and quantitative skills with attention to detail.
Ability to speak or write persuasively.
Proven ability to organize, manage and prioritize workload.
Strong computer skills (Word, Excel).
Familiarity with compensation tools and market pricing platforms.
Knowledge of compensation laws and regulations (e.g. FLSA, wage transparency, etc.).
Ability to work independently and as a member of the team, as well as collaborate cross-functionally.