Glen Raven is recruiting for a Compensation Analyst which drives a variety of functions related to the Compensation program. Reporting to the Director of Total Rewards, this is a critical role within the HR team that ensures that the Compensation program is current, accurate, efficient, aligns with the overall Benefits program and adheres to compliance-related laws. This position requires strong analytical/communication skills and advanced knowledge of Compensation administration.

Perks and Benefits

• Health, Dental and Vision Benefits
• Short Term & Long Term Disability
• 401 (k) Retirement Plan and Pension Plan
• Wellness Program
• Vacation & Holiday Pay

Responsibilities:

• Collaborate with HR and management to develop and maintain job descriptions, job classifications and salary structures
• Evaluate jobs, create accurate job descriptions, and assign jobs to the appropriate job levels and salary grades
• Participate in compensation surveys and benchmarking studies
• Support the annual performance management cycle
• Support the annual compensation review cycle, including budgeting, through data analysis and documentation using available market pricing data
• Manage the annual total rewards statement work, ensuring accurate information is provided to associates
• Maintain Compensation policies and procedures ensuring compliance with federal, state, and local regulations
• Extract data from the Human Resource Information System (HRIS) to perform data analysis and produce ad hoc reports and presentations
• Remain current regarding regulatory changes within the Compensation area and its impact to the organization
• Assist in conducting audits and assessments to ensure data integrity and compliance with internal policies and external regulations
• Assist with administering Health & Welfare programs, as needed

Education and Experience:

• Bachelor's degree in Human Resources, Business or related field or equivalent education and related experience
• PHR/SPHR or SHRM and CCP (preferred)
• 3-5 years of experience in Compensation administration
• Knowledge of principles and best practices in base and variable pay management, as well as related laws and regulations
• Proficiency in job analysis and market pricing; knowledge of formal job analysis methodologies

• Prior experience managing compensation programs and data integrity
• Passion for assisting employees
• Ability to communicate in a clear, concise manner
• Strong analytical and research skills
• Strong attention to detail and accuracy in data analysis
• Ability to prioritize tasks
• Advanced Excel skills
• Familiarity with Human Resource Information Systems (HRIS)
• Ability to maintain confidentiality and handle sensitive employee information with discretion and professionalism

Why Glen Raven:

Working at Glen Raven allows you to be part of a hard-working team proud to weave connections worldwide with some of the most trusted brands in textiles like Sunbrella®. Every day, we strive for and welcome diverse voices, solutions-driven ideas and innovative opportunities for continued growth throughout the company. We work toward a shared success while lifting each other up on the job and in our communities. Together, we keep the world spinning. Join our team. Connect people and drive innovation beyond the boundaries of Glen Raven

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

Glen Raven provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiries [redacted] [redacted].

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)