HR Analyst, Senior Compensation

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    "ShortDescriptionStr": "This position is responsible for administering and enhancing compensation programs and processes for ABS employees across Bureau, Group and Wavesight on a global basis, supporting operations in 60+ countries. The role serves as a key liaison to Human Resources and management to analyze, recommend, implement, and refine compensation practices, policies, and programs that support business needs and align with organizational philosophy.\n \nThe Senior Compensation Analyst provides both strategic and hands-on support in the areas of job evaluation, market pricing, salary structures, annual compensation cycles, pay equity, job architecture, and pay transparency. This position helps ensure compensation programs are competitive, internally equitable, compliant, and scalable across a complex global organization.\n",
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    "ExternalDescriptionStr": "<p>This position is responsible for administering and enhancing compensation programs and processes for ABS employees across our enterprise- Bureau, Group and Wavesight- on a global basis, supporting operations in 60+ countries. The role serves as a key liaison to Human Resources and management to analyze, recommend, implement, and refine compensation practices, policies, and programs that support business needs and align with organizational philosophy.<br><br>The Senior Compensation Analyst provides both strategic and hands-on support in the areas of job evaluation, market pricing, salary structures, annual compensation cycles, pay equity, job architecture, and pay transparency. This position helps ensure compensation programs are competitive, internally equitable, compliant, and scalable across a complex global organization.<br>&nbsp;</p><p><strong>What You Will Do:</strong></p><ul><li><span style=\"color: black;\"><strong>1. Job Architecture and Job Evaluation</strong></span><ul><li><span style=\"color: black;\">Reviews, monitors, and approves job descriptions and other HR documentation through ETQ in partnership with HR Generalists and business stakeholders.</span></li><li><span style=\"color: black;\">Ensures job descriptions are accurate, current, and appropriately reflect role scope, responsibilities, and required qualifications.</span></li><li><span style=\"color: black;\">Supports the development, maintenance, and governance of job architecture, including job families, levels, titling conventions, and role alignment across the organization.</span></li><li><span style=\"color: black;\">Performs job evaluation activities for new and existing roles using established methodologies and market-based practices.</span></li><li><span style=\"color: black;\">Determines appropriate job level, salary grade, and FLSA exemption status, where applicable, for new and revised positions.</span></li><li><span style=\"color: black;\">Partners with HR and management to provide guidance on role design, leveling, and classification decisions.</span></li></ul></li><li><span style=\"color: black;\"><strong>2. Market Pricing and Salary Surveys</strong></span><ul><li><span style=\"color: black;\">Performs market pricing and internal equity reviews for positions across multiple functions and geographies.</span></li><li><span style=\"color: black;\">Completes salary survey participation and coordinates submission of compensation data to external survey providers.</span></li><li><span style=\"color: black;\">Maintains survey results, benchmark data, and market pricing resources for the organization worldwide.</span></li><li><span style=\"color: black;\">Evaluates survey matches and market data quality to support accurate and reliable compensation analysis.</span></li><li><span style=\"color: black;\">Monitors compensation market trends, pay movement, and emerging practices across key labor markets.</span></li></ul></li><li><span style=\"color: black;\"><strong>3. Compensation Analysis and Administration</strong></span><ul><li><span style=\"color: black;\">Analyzes compensation data to support hiring, promotions, transfers, retentions, and other pay actions.</span></li><li><span style=\"color: black;\">Works with HR Generalists and business leaders to evaluate salaries for new hire offers, promotions, transfers, retentions, and other ad hoc adjustments as requested.</span></li><li><span style=\"color: black;\">Assists with the preparation, implementation, and maintenance of global salary structures, ranges, and compensation guidelines.</span></li><li><span style=\"color: black;\">Maintains employee and job information in the compensation database and related systems.</span></li><li><span style=\"color: black;\">Reviews compensation transactions and data for accuracy, consistency, and compliance with policy and practice.</span></li><li><span style=\"color: black;\">Gathers relevant market data on pay practices, compensation programs, and economic trends as needed.</span></li><li><span style=\"color: black;\">Provides data-driven recommendations that balance market competitiveness, internal equity, business needs, and compensation philosophy.</span></li></ul></li><li><span style=\"color: black;\"><strong>4. Annual Compensation Programs</strong></span><ul><li><span style=\"color: black;\">Assists in the planning, preparation, and administration of the annual merit process.</span></li><li><span style=\"color: black;\">Supports development of merit planning tools, guidelines, reports, and communications.</span></li><li><span style=\"color: black;\">Answers questions and provides guidance to HR Generalists and managers on organizational philosophy, pay-for-performance, salary positioning, and system-related issues.</span></li><li><span style=\"color: black;\">Assists in the administration of the annual incentive process, including analysis, validation, documentation, and reporting activities as needed.</span></li><li><span style=\"color: black;\">Conducts audits and analysis during and after annual compensation cycles to ensure accuracy, consistency, and adherence to guidelines.</span></li></ul></li><li><span style=\"color: black;\"><strong>5. Pay Equity, Pay Transparency, and Compliance</strong></span><ul><li><span style=\"color: black;\">Supports pay equity analyses to identify trends, risks, and opportunities for improvement across employee populations and geographies.</span></li><li><span style=\"color: black;\">Assists in evaluating compensation outcomes to promote fair and consistent pay practices.</span></li><li><span style=\"color: black;\">Supports pay transparency readiness and compliance activities, including analysis, documentation, and response preparation as requirements evolve across jurisdictions.</span></li><li><span style=\"color: black;\">Partners with HR, Legal, and management as needed to support compensation practices aligned with applicable regulations, company policy, and governance standards.</span></li></ul></li><li><span style=\"color: black;\"><strong>6. Reporting and Global Compensation Support</strong></span><ul><li><span style=\"color: black;\">Generates internal HR metrics reports, scheduled compensation reports, and ad hoc analyses as requested.</span></li><li><span style=\"color: black;\">Generates scheduled ABS HR data reports for external sources.</span></li><li><span style=\"color: black;\">Develops and maintains compensation reporting and analytics to support decision-making, planning, and governance.</span></li><li><span style=\"color: black;\">Summarizes findings and presents compensation data in a clear and actionable manner for HR and management audiences.</span></li><li><span style=\"color: black;\">Supports global compensation programs and projects across a complex organization operating in 60+ countries.</span></li><li><span style=\"color: black;\">Partners with regional HR stakeholders to address local market practices while maintaining alignment with global compensation philosophy and frameworks.</span></li><li><span style=\"color: black;\">Assists in the review, development, implementation, and revision of compensation policies, practices, tools, and process improvements on a global basis.</span></li></ul></li></ul><p><strong>What You Will Need:</strong></p><p><strong>Education and Experience</strong></p><ul style=\"list-style-type: disc;\"><li style=\"color: black;\"><span>Bachelor’s degree in Human Resources, Business, Finance, Accounting, Economics, Statistics, or related field required.</span></li><li style=\"color: black;\"><span>Minimum of 5 years of progressive compensation experience required, including experience in job evaluation, market pricing, salary surveys, and compensation administration.</span></li><li style=\"color: black;\"><span>Experience participating in annual merit and incentive processes required.</span></li><li style=\"color: black;\"><span>Experience with compensation databases, HR systems, and reporting tools required.</span></li><li style=\"color: black;\"><span>Experience supporting compensation programs in a global, multinational organization preferred.</span></li><li style=\"color: black;\"><span>Experience in pay equity analysis, job architecture, and pay transparency initiatives preferred.</span></li><li style=\"color: black;\"><span>Certified Compensation Professional (CCP) designation preferred.</span></li></ul><p>&nbsp;</p><p><strong>Knowledge, Skills and Abilities</strong></p><ul style=\"list-style-type: disc;\"><li style=\"color: black;\"><span>Strong knowledge of compensation principles and practices, including market pricing, job evaluation, salary structures, pay administration, and annual compensation planning.</span></li><li style=\"color: black;\"><span>Working knowledge of job architecture concepts, including job families, leveling, titling, and governance practices.</span></li><li style=\"color: black;\"><span>Knowledge of pay equity and pay transparency concepts, practices, and emerging regulatory requirements.</span></li><li style=\"color: black;\"><span>Strong Microsoft Office Suite skills, with advanced proficiency in Excel required.</span></li><li style=\"color: black;\"><span>Strong data analysis, interpretation, and problem-solving skills, including the ability to work with large datasets and translate findings into practical recommendations.</span></li><li style=\"color: black;\"><span>Ability&nbsp;to communicate effectively with employees and leaders at&nbsp;all levels of the organization and across diverse geographies.</span></li><li style=\"color: black;\"><span>Ability to&nbsp;exercise sound judgment and maintain confidentiality when handling sensitive compensation information.</span></li><li style=\"color: black;\"><span>Strong attention to detail, organizational skills, and ability to manage multiple priorities in a fast-paced environment.</span></li><li style=\"color: black;\"><span>Ability to build effective partnerships with HR, management, and cross-functional stakeholders.</span></li><li style=\"color: black;\"><span>Ability to balance strategic thinking with hands-on execution and process administration.</span></li><li style=\"color: black;\"><span>Experience working with HRIS, compensation systems, and reporting tools; ability to learn and adapt to evolving systems and processes.</span></li><li style=\"color: black;\"><span>Knowledge of FLSA&nbsp;and general compensation compliance requirements; global compensation exposure preferred.</span></li></ul><p>&nbsp;</p><p><strong>Reporting Relationships:</strong></p><p>The incumbent reports to a Manager, Director or Executive level position. This position does not have any direct reports.</p>",
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    "CorporateDescriptionStr": "We set out more than 160 years ago to promote the security of life and property at sea and preserve the natural environment. Today, we remain true to our mission and continue to support organizations facing a rapidly evolving seascape of challenging regulations and new technologies. Through it all, we are anchored by a vision and mission that help our clients find clarity in uncertain times. <br/><br/> ABS is a global leader in marine and offshore classification and other innovative safety, quality, and environmental services. We’re at the forefront of supporting the global energy transition at sea, the application of remote and autonomous marine systems, cutting-edge technical solutions, and many more exciting advancements. Our commitment to safety, reliability, and efficiency is ever-present, guiding our clients to safer and more efficient operations. <br/><br/> <b>About Our Benefits</b> <br/><br/> ABS Bureau proudly offers a variety of industry-leading benefits designed to enhance the life and well-being of our employees and their families. These benefits include, but are not limited to, medical insurance (PPO and HD), dental and vision insurance, Health Savings Account (HSA), Flexible Savings Account (FSA), life insurance, accidental death and dismemberment insurance, disability leave programs, parental leave program, paid holidays, and paid vacation time. The Company provides an Employee Assistance Plan (EAP) that offers support in personal wellness, including work-life services. ABS Bureau also offers a 401K plan with a generous company match, subject to plan requirements. <br/><br/> <b>Equal Opportunity</b> <br/><br/> ABS Bureau is committed to the equal employment opportunity of its employees and prohibits discrimination against any employee or qualified applicant based on race, color, creed, religion, national origin, sex, gender identity, age, disability, marital status, sexual orientation, citizenship status or veteran status, or other non-work-related characteristics that may be protected under the law of the Federal Government or specific state employment laws. <br/><br/><b>Notice</b><br/><br/> ABS and Affiliated Companies (ABS) will not pay a fee to any third-party agency without a valid ABS Master Service Agreement (MSA) authorized and signed by Human Resources. Any resume, CV, application, or other forms of candidate submission provided to any employee of ABS without a valid MSA on file will be considered property of ABS, and no fee will be paid. <br/><br/> <b>Other</b><br/><br/> This job description is not intended, and should not be construed, to be an all-inclusive list of responsibilities, skills, efforts or working conditions associated with the job of the incumbent. It is intended to be an accurate reflection of the principal job elements essential for making a fair decision regarding the pay structure of the job. #ogjs<br/>",
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