Compensation Analyst

Posted 5.10.24
Seattle, WA
Your Role:
As a Compensation Analyst, you will work with the Compensation team and broader HR to drive Brooks’ global compensation programs. Your role is key to Brooks’ efforts to attract, retain, and engage the best talent to propel Brooks to achieve goals and execute on business priorities.
You are comfortable with data and analysis and adhere to consistency and process. You can think outside the box to identify equitable, sustainable and scalable solutions for ambiguous or newly introduced scenarios. You will prepare compensation analyses and perform processes to ensure that compensation decisions are made objectively, in a streamlined manner with relevant market data and in line with Brooks compensation philosophy and priorities. With clear information and thoughtfully designed processes, this work will inform business leaders to make the most effective and equitable compensation decisions for our employees. You will play a key role in driving our efforts to progress the company towards greater transparency in compensation decisions and our compensation philosophy. 
  • Compensation Analysis & Pay Equity
  • Perform compensation analyses to determine the pay range for new positions and regularly refresh analyses and recommendations for current positions with the latest market data.
  • Partner with the HRBP and Recruiting teams to set fair, equitable, consistent, and competitive pay for open requisitions and review offers to candidates.
  • Review and educate on pay equity practices at Brooks – support recruiting, HRBPs and managers in maintaining equity at offer and annual compensation increase cycles.
  • Review job descriptions (“JD”’) for your clients to ensure the job written reflects the intention behind the role. Work with leaders and HRBPs to understand jobs, edit JDs and pull accurate market data. Demonstrate the ability to consider the broader department and team when reviewing JD’s. 
  • Maintain the database housing the compensation analyses linking jobs to relevant market data and identify opportunities to streamline data integration with surveys and Workday. Partner with other members of the Compensation team to ensure consistency in approach.
  • Participate in third party compensation surveys to obtain up-to-date market data and inform salary budgets and range movement.
  • Keep up-to-date on compensation regulations, trends and practices to identify new opportunities to innovate and drive competitive compensations practices at Brooks  
  • Play a key role in the annual merit process; work with HRBPs to review merit proposals, and promotions for pay equity and accuracy.
  • Business Support & Education
  • Serve as the compensation go-to for the teams you support across the business; partner with HR cross functional teams to connect compensation programs to all aspects of the Brooks employee experience.
  • Educate managers on compensation practices at Brooks, and guide both managers and employees through annual compensation processes as appropriate. Support leaders in building an in-depth understanding of pay equity and how it impacts pay decisions.
  • Meet with business leaders when conducting compensation analyses -, work through job descriptions, leveling decisions, etc. Discuss options, educate, influence.
  • Contribute to compensation projects and/or conduct analysis to support the business with various priorities, and provide in-depth, equitable and intentional options to determine the optimal solutions.
  • Compensation Program and Process Improvements
  • Stay informed around best practices in the fields of compensation, benefits, rewards, performance management, and related fields.
  • Possess an understanding, and maintain knowledge of all applicable federal, state, and local regulations and compliance requirements that impact pay programs, including but not limited to FLSA, minimum wage, and compensation disclosure regulations. Develop plans and recommendations to address any required changes.
  • Partner with global HR leaders to understand regional compensation trends and issues and identify areas to address and/or localize. Notify the Senior Manager, Compensation to collaborate on consistent solutions across the organization.
  • Partner with the Workday team on building of HR reporting and solutions for compensation related processes and data requirements. 
  • Participate in discussions and development of compensation strategies, philosophies, policies, and the relevant education needed to support integration to the broader organization. Identify recommendations for change and improvement. 
  • Bachelor’s degree or equivalent in Human Resources, Business, Psychology, or related field; or equivalent combination of education and experience.
  • 3+ years’ experience in Compensation, and/or Human Resources analytics.
  • Preferred experience supporting global compensation structures (namely in European markets), but not required.
  • Excellent critical thinking and analytical skills; able to see the broad implication of decisions and use data to make effective judgments and recommendations.
  • Analytical with an ability to gather facts, manipulate large complex datasets, and analyze information to draw insights and make objective recommendations.
  • Strong communicator with excellent interpersonal communication skills, collaboration skills and presentation ability.
  • Proven success in educating the business on compensation practices, approaches, and decisions. Ability to bring business leaders along to understand the “why” behind decisions.
  • Able to engage with others in workplace issues to collaborate on solutions and action.
  • Process oriented, organized, thorough, and a keen attention to detail for complex projects.
  • Possesses project management skills and the ability to deliver across multiple deadlines. Ability and wiliness to further hone in on these skills.
  • Action oriented and proactive with the ability to move projects forward without continuous motivation or direction, in a fast-paced work environment.
  • Continued curiosity with a hunger for learning new processes, techniques, technologies, perspectives, and subject areas.
  • Expertise in Microsoft Excel and the ability to learn new techniques and other software.
  • Preferred experience with Workday HRIS software and compensation management tools, but not required.
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