SAS Institute Inc.
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Principal Compensation Analyst
at SAS Institute Inc.
- Requisition ID
- Job Category
- Human Resources
- Hiring Manager
- Julie Janeczko
- Employee Referral Bonus
- Not Offered
- Samantha Alterman
SAS is looking for a strategic Principal Compensation Analyst with experience working in a multinational company. This position will provide insight and expertise to deliver on a global compensation strategy working with Compensation and Benefits Centers of Expertise in EMEA, Asia Pacific, Canada, Latin America and the US.
The Principal Compensation Analyst will be expected to be agile, flexible and innovative, proactively recommending solutions or enhancements to policies, practices and programs designed to attract, retain and motivate the best talent for SAS.
As Principal Compensation Analyst at SAS, you will perform research and analysis to determine recommendations for potential courses of action, implement solutions, and track outcomes to measure success; prepare compensation analysis reports and analyze trends; create clear, engaging presentation materials and present to HR and Business Leadership; provide appropriate communication and training on compensation-related topics; and effectively build relationships with HR Business Partners, Talent Acquisition, Benefits, Legal, Payroll and managers. You will ensure internal equity and external competitiveness, while adhering to the company’s over-arching compensation philosophy and strategic goals and will be responsible for project planning components relating to compensation program revision, development, and/or redesign. You will also promote proactive approaches using the company’s HRIS to solve business needs/problems.
Responsibilities include but are not limited to:
- Strategically develop, recommend and implement changes or enhancements to compensation policies and programs in collaboration with key stakeholders to ensure programs are current and competitive with regards to trends, practices and costs.
- Evaluate programs and policies to ensure alignment with SAS’ culture, business goals and objectives.
- Partner with Sales Operations to build out yearly incentive plans to global organization. Act as a trusted advisor to manage and lead discussions with leadership and key stakeholders to determine appropriate structure of compensation offerings, budgets, and provide strategic consulting.
- Design tools, guidelines, templates and communication materials to effectively educate employees, managers and executives on all compensation programs.
- Collaborate with both functional and technical partners to identify innovative, integrated HRIS system solutions to challenges and in support of HR operations and organizational needs
- Stay informed of global pay legislation, cultural considerations, and emerging trends to benchmark and develop alternative solutions to challenges.
- Provide excellent customer service in a high-performing culture and maintain high standards for all work performed.
- Conduct statistical analysis, data modeling and costing of pay programs, (i.e., variable pay and incentive programs, executive total direct compensation, salary planning, merit increase program, structure movements, salary range development).
- Provide compensation consulting to HR Business Partners to support business initiatives and concerns as well as advising on leveling, FLSA classifications, and market pricing/incumbent analyses ensuring external competitiveness and internal equity.
- Bachelor's degree in Business, Human Resources or a related field of study
- 15 years of increasingly-complex professional compensation experience
- Mentoring and project management experience
- Solid working knowledge of HRIS systems including the ability to create and run queries and reports using an HRIS or enterprise resources planning (ERP) software (i.e., Workday, Oracle)
- Experience with advanced use of Microsoft Excel to analyze and manipulate data (e.g., pivot tables, v-lookups, etc.)
- Experience building relationships and partnering with key stakeholders, at varying levels of seniority, including executive leadership.
- Must have proven ability to drive results while working in a virtual team environment.
- Strong communication, problem-solving, and analytical skills and ability to interact with people of different cultures and nationalities.
- Excellent organizational, planning and decision-making skills with the ability to work within tight deadlines
- Experience with compensation practices in Latin America
- Exposure or experience with Sales Compensation, specifically sales incentive plan design and evaluation
- Master’s degree in Business Administration, Human Resources or related field of study
- Certified Compensation Professional (CCP) designation and/or Global Remuneration Professional (GRP)
- Strong networking capabilities external to the organization.
SAS looks not only for the right skills, but also a fit to our core values. We seek colleagues who will contribute to the unique values that makes SAS such a great place to work. We look for the total candidate: technical skills, values fit, relationship skills, problem solvers, good communicators and, of course, innovators. Candidates must be ready to make an impact.
To qualify, applicants must be legally authorized to work in the United States, and should not require, now or in the future, sponsorship for employment visa status. SAS is an equal opportunity employer. All qualified applicants are considered for employment without regard to race, color, religion, gender, sexual orientation, gender identity, age, national origin, disability status, protected veteran status or any other characteristic protected by law. Read more: Equal Employment Opportunity is the Law. Also view the supplement EEO is the Law, and the notice Pay Transparency
Equivalent combination of education, training and experience may be considered in place of the above qualifications. The level of this position will be determined based on the applicant's education, skills and experience. Resumes may be considered in the order they are received. SAS employees performing certain job functions may require access to technology or software subject to export or import regulations. To comply with these regulations, SAS may obtain nationality or citizenship information from applicants for employment. SAS collects this information solely for trade law compliance purposes and does not use it to discriminate unfairly in the hiring process.