The Senior Compensation Analyst develops, implements, administers and evaluates company-wide compensation programs.  Communicates, collaborates, and networks with all levels of staff and management and takes a lead role in ensuring the integrity and quality execution of compensation projects. Conducts position and market data analysis: determines titles, salary grades, EEO classification, FLSA exemption classification, etc., identifies appropriate data matches, and analyzes data to determine market competitiveness.  Makes wage recommendations and serves as a consultant.

Responsibilities and Duties:

• Develops and implements compensation programs that align with the culture, values and compensation philosophy of Gordon Food Service (GFS) to assist management in compensating employees equitably.

• Serves as a compensation project leader - assessing, planning, implementing and evaluating compensation projects.

• Works with the Compensation Manager on strategic planning of compensation initiatives. 

• Evaluates current organizational pay practices and makes recommendations for change.

• Creates position profiles and performs position analysis, ensuring the proper classification of positions and levels of responsibility.  Maintains and updates documents and accessibility on HomePlate.  Makes decisions on the participation and purchase of appropriate salary surveys along with suggestions on compensation tools. Responsible for maintenance of any tools utilized. 

• Uses surveys and competitive assessments in market pricing to determine appropriate pay for positions.  Advises management on compensation recommendations.

• Analyzes and interprets data and communicates to others.  Serves as a consultant in the area of compensation.  Communicates with staff, management, and senior management regarding organizational compensation issues.

• Educates staff and management on key compensation issues to ensure consistency with trends in compensation philosophy and practices.

• Researches special compensation programs or incentive systems to support the organization’s objectives.

• Ensures compliance with all regulatory agency standards and guidelines.

Qualifications:

Bachelor’s degree plus five or more years professional level experience in design, development, implementation and administration of compensation OR eight years direct technical compensation expertise in plan designs, market analysis, pricing, salary planning and alternative designs and rewards.  Experience with incentive or component pay in retail, sales, or operations compensation preferred. Certified Compensation Professional (CCP) or other related certification preferred