Description

Job Summary

The Compensation Analyst position is responsible for overseeing the day-to-day operations of Inogen’s compensation programs. This position supports all of our compensation, equity, reward and recognition programs. This position works closely with others in HR to develop and execute compensation strategies that align with the Company’s objectives and support engagement and retention.

Responsibilities (Specific tasks, duties, essential functions of the job)

• Manage and support all compensation programs and functions, including job analysis, job evaluation, job grading, job description reviews, benchmarking, market pricing, compensation plans, equity, rewards, recognition, and HRIS.
• Leads the annual compensation benchmarking and planning efforts by compiling data for all roles, preparing reports, system configuration, responding to inquiries from leadership, training and troubleshooting, as needed; evaluate internal and external pay equity.
• Model the financial impact of changes to compensation program design to ensure that program spend meets business requirements.
• Collaborate with cross-functional teams, including Payroll and Finance, to ensure alignment on compensation, pay practices and policies.
• Serve as a point of contact for daily inquires related to compensation, benefits, retirement, HRIS, and other general total rewards questions to manage issues or complaints to resolution.
• Ensure compliance with federal and state regulations as well as in countries in which we do business.
• Lead and perform plan audits, including collecting, preparing, and organizing data to fulfill audit requests and gathering input from other stakeholders as needed.
• Manage and optimize our compensation benchmarking software, ensuring an efficient and effective benchmarking process, and data integrity of our surveys, job matching, market pricing, and compensation structures.
• Review and submit new hire equity grants and prepare tracking file as needed.
• Research and analyze market trends and best practices in compensation to proactively inform and make recommendations on ideal program design.
• Monitors ongoing tracking of bi-weekly payroll logs and ensures accuracy and timely communication.
• Execute bonus and incentive plans with key stakeholders. Maintain documentation and support of bonus and incentive programs including review of eligibility and validation of approved amounts.
• Evaluate and map internal processes and workflows and recommend changes and improvements as needed.
• Overseeing the maintenance, and optimization of the company's HR information systems. Ensures the accuracy and security of HR data, supports HR processes, and collaborates with various departments to enhance system functionality. Update, validate, and correct employee records or other related HR data. Manages the creation of system documentation or training programs.
• Monitors both current and proposed legislation that impacts compensation policies and practices to ensure compliance.
• Partner with other HR stakeholders to develop and communicate total rewards policies, programs and procedures.
• Collaborates with HR Team (People Partners, Talent & Acquisition, etc.) to deliver on our compensation program goals and objectives.
• Comply with all company policies and procedures.
• Assist with any other duties as assigned.

Knowledge, Skills, and Abilities

• Excellent communication and interpersonal skills, with the ability to build effective relationships at all levels of the organization.
• Effective planning and priority setting and the ability to work independently, prioritize tasks, and manage multiple projects simultaneously.
• Proven ability to work effectively in a team environment.
• Strong analytical skills with the ability to interpret data and draw actionable insights.
• High level of integrity and discretion when handling confidential information.
• Computer proficiency and technical aptitude with the ability to use Microsoft products, including Advanced Excel skills and PowerPoint.

Qualifications (Experience and Education)

• Bachelor’s degree in business with an emphasis in Human Resources, Business Administration, Industrial Psychology, or related field.
• 5+ years of Human Resources experience designing and implementing compensation programs in a global environment.
• Advanced knowledge/proficiency in Microsoft Office, and HRIS, required.
• Certified Compensation Professional (CCP) certification preferred.
• A combination of training, education and experience that is equivalent to the qualifications listed above and that provides the required knowledge, skills, and abilities.