SpartanNash Analyst, Compensation in Grand Rapids, Michigan
At SpartanNash, relationships matter, and our Corporate team takes that sentiment to heart in the way we work as one totally aligned team, support and respect each other and share the highest standards of excellence. We’re always looking for the next great idea or a new way to approach a challenge, and we collaborate and innovate to achieve our goals.
Responsible to analyze, design, implement and administer compensation programs that align with business objectives and are externally competitive and internally equitable. Compensation programs include merit cycle process, incentive programs, market pricing and grade structures, job descriptions, etc. Develop and maintain effective working relationships with assigned business partners and Human Resources.
Bachelor's Degree (Required) Business Administration
Human Resources, Finance or related area or an equivalent combination of education and/or experience.
Three years experience in the analysis, design and administration of compensation programs or related programs.
Certified Compensation Profession (CCP) certification preferred.
Responsibilities and Essential Duties
Participate in the analysis, design, implementation and administration of compensation programs that align with business objectives and are externally competitive and internally equitable. Act as an internal consultant and provide collaborative guidance to Human Resources and line management on various compensation-related issues such as base pay, bonuses/incentives, job descriptions, market pricing, reorganizations, etc.
Analyze survey data results and prepare market pricing summary for positions and recommendation of pay grade based on such. Assist with the development and analysis of salary structures to maintain external competitive pay levels and internal equity.
Participate in the review and implementation of the Company bonus and incentive programs (quarterly or annual). Calculate bonus and incentive payments, create participant statements and discuss results with assigned business partners; coordinate approved payments with Payroll accordingly.
Maintain organization job descriptions; work with assigned business partners to write and/or update job descriptions to reflect position requirements and responsibilities. Provide guidance regarding FLSA, OFCCP and other regulation guidelines to ensure compliance.
Participate in the execution of the merit increase process to include the merit planning preparation and pre- and post-merit analysis. Provide coaching/guidance as necessary to assigned business partners throughout the merit process.
Responsible for the administration, analysis and cost modeling of assigned salary structures within the Distribution Center or Retail locations. Partner with Human Resources management and management to develop recommendation for adjustments; prepare recommendation and cost analysis for senior leadership review and approval. Coordinate approved changes with field HR and managers for communication and coordinate HRIS system updates accordingly.
Participate in salary surveys through the collection and reporting of data to third-party survey providers; recommend changes in survey participation based on review and analysis of data. Assist with the vendor management of compensation market pricing/survey participation center software to include upload of survey results.
Serve as a technical resource for compensation-related projects impacting base pay, incentives, pay structures, job titles/descriptions, pay adjustments, etc. Conduct research and provide cost/impact analysis and modeling and make recommendations accordingly. Prepare regular and ad hoc compensation analysis and recommendations as requested; this may include analysis for new hires, promotions, market adjustments, response to market trends, etc.
Maintain and update compensation-related data within Human Resources Information System (HRIS) such as job tables, pay structures, etc. Utilize HRIS data for analysis and reporting; extract data on an on-going basis and partner with HRIS for system updates/changes/corrections for projects or ad hoc basis as necessary.
Maintain current knowledge of legal regulations, industry trends and best HR/compensation practices; make recommendations to improve current programs and processes and to ensure company legal compliance. Provide guidance on compensation and pay related regulations such as the Fair Labor Standards Act, minimum wage updates and compliance, EEO, etc.)
Partner and collaborate with the HR departments (HRIS, Recruiting, Talent Management, etc.) on cross-functional projects as assigned and participate in and support compensation-related HRIS projects as needed.
The above statements are intended to describe the general nature and levels of work being performed as assigned for this job. This is not intended to be an exhaustive list of all responsibilities, duties and requirements; additional responsibilities may be assigned as needed.
Knowledge, Skills Abilities
Strong written and verbal communications skills. Ability to effectively organize, structure, prepare and/or present data. Must have strong attention to detail and accuracy and strong organization, prioritization and multi-tasking skills. Strong analytical and project management skills. Knowledge of compensation principles and practices. Working knowledge of laws and regulations such as fair labor standards and other regulations pertaining to compensation programs. Ability to maintain a high level of confidentiality. Advanced computer skills, including Excel, Access, Word and Human Resources Information Systems (PeopleSoft preferred).
The physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. May be required to lift and/or move up to 20 pounds. The associate is frequently required to sit/stand/walk. May be required to travel. While performing the duties of this position, the associate is subject to a typical office environment and is rarely exposed to outside weather conditions. The noise level in the work environment is usually low to moderate.
General office equipment (i.e., computer, telephone, copy/facsimile machine, etc.)