Compensation Analyst

Position Summary

The Compensation Analyst supports the design, administration, and continuous improvement of BakerRipley’s compensation, retirement, and incentive programs. This role ensures pay and retirement practices remain competitive, compliant, and are clearly communicated. Through strategic and well-crafted total rewards programs, this position enhances the employee experience and fosters a culture where employees feel valued, supported, and motivated to make a lasting impact in the community.

Essential Duties & Responsibilities

Compensation / Position Management

• Review and evaluate new and existing positions and job descriptions to ensure internal equity, accurate classification, and alignment with organizational pay structures.
• Conduct market benchmarking and compensation analyses to recommend pay grades, structure adjustments, and position mapping based on market data and internal alignment.
• Coordinate and execute the annual compensation review process, including cost-of-living adjustments (COLA), merit increases, stipends, performance bonuses, and one-time payments.
• Process and audit Personnel Action Forms (PAFs) and Paycom transactions related to compensation changes, promotions, transfers, and special payments to ensure accuracy and compliance.
• Maintain and update position seats, organizational hierarchies, and supervisor assignments within Paycom to ensure data accuracy and reporting integrity.
• Monitor and resolve data integrity issues; support HRIS configuration updates, testing, and enhancements that impact compensation or position management.

Retirement / Benefits & Compliance

• Serve as an administrator for the 403(b) plan:
  • Distribute Summary Annual Reports (SARs), fee and disclosure notices, and participant communications
  • Manage new hire enrollments, open enrollment, and ongoing elections
  • Coordinate non-discrimination testing, annual audit, and compliance filings
  • Partner with fiduciaries, record-keepers, auditors, and vendors
• Manage communications for the TRS pension program and coordinate with external agencies as needed.
• Develop and deliver employee communications and education around retirement readiness, beneficiary designation, and financial wellness resources.

Time Off, Incentives & Specialty Pay

• Oversee and configure time-off accrual policies (vacation, sick, personal) in Paycom; monitor balances and exceptions.
• Maintain holiday schedules and ensure automatic holiday hour loads onto timecards.
• Administer special pay programs such as stipends, referral bonuses, and tuition reimbursement, ensuring alignment with policy and budget.
• Audit and reconcile related payments to payroll and finance to ensure accuracy.

Collaboration, Reporting & Communication

• Partner with HR Business Partners, Payroll, and Finance to ensure seamless Total Rewards data flow and reconciliations.
• Prepare dashboards, reports, and analyses for leadership (e.g. comp spend, market trends, legislative impact modeling (FLSA, HB2, etc.), retirement participation).
• Create and manage communications (e.g. FAQs, email campaigns, presentations) to educate employees on compensation, retirement, and benefits.
• Support internal and external audits, document retention, and ad hoc projects or reviews as assigned.

Education & Experience

• Bachelor’s degree in Human Resources, Business, Finance, Accounting, or related field required.
• 3–7 years of progressive experience in compensation, total rewards, or HR generalist roles with exposure to retirement plan administration.
• Experience with HRIS platforms (Paycom preferred) and advanced skills in Excel (functions, pivot tables, data modeling).
• Familiarity with 403(b), public pension programs (e.g. TRS), non-discrimination testing, and audit compliance.

Skills & Competencies

• Strong analytical mindset, data integrity focus, and ability to interpret compensation and retirement plan data.
• Excellent attention to detail, organization, and follow-through.
• Effective verbal and written communication skills; ability to translate technical concepts into understandable formats for employees.
• Ability to manage multiple projects, deadlines, and cross-functional relationships.
• Working knowledge of relevant compliance (ERISA, IRS, tax reporting) and wage/benefit laws.