"Alerted.org

First for a reason:

At First Student, we are a family of 60,000+ employees who take pride in safely transporting more than 5 million students and passengers to and from their destinations each day! Our family of brands include Transco, Total Transportation, Maggies Paratransit, and GVC II. Our employees are at the forefront of safety and innovation; they create and implement the most advanced training and technology the transportation industry has to offer.

Under consistent moderate supervision, learns from Compensation Manager in the design, development, implementation and administration of pay programs including base pay, salary administration, salary surveys, job descriptions and evaluations, salary/market pricing analysis, and incentive programs including sales compensation across First Student. Will provide compensation expertise on all compensation programs and practices that focus on attracting, retaining and rewarding our talent. Provide analytical and other professional level support to the compensation function. This position will be proactively handling day-to-day compensation program administration in conjunction with Compensation Team. Additionally, will work closely with Internal Workday Team for on-going support in conjunction with Workday Compensation Functional Lead.

Major Responsibilities

+ Support in the development, design, implementation and administration of broad-based compensation programs (base pay, variable compensation, including sales incentive plans), policies and procedures to support the business strategy. Support the day-to-day administration of all of company compensation programs and policies.

+ Support in the establishment, building, and maintaining strong relationships across First Student to make compensation recommendations. Collaborate with the Talent Acquisition team and HR Business Partners to create competitive offers for new hires and current employees

+ Support analysis to operations that drive decisions regarding contracts where detailed compensation analysis is needed. Once identified, provide detailed analysis and set-up calls with Region SVP and/or RVP to review analysis and outline next steps.

+ Support the development and maintenance of reporting needs related to compensation data for the organization. Use data and metrics to determine program success and to drive improvements in all elements of compensation

+ Support job architecture and compensation structure, research, gather and analyze data to determine appropriate salary level and job title for new positions. Evaluate proposed and existing jobs and classify them in accordance with the levels of importance and responsibility to the organization. Manage job documentation, job descriptions, databases and tables related to job codes, and job families. Analyzes, documents, and evaluates new and revised jobs to develop job descriptions and recommend appropriate grade level and FLSA status. May use market data and internal comparisons to ensure external competitiveness and internal equity.

+ Support compensation surveys based on established survey schedules to build a survey library; ensure correct job matching and timely participation; coordinate with Payfactors for updates to compensation system.

+ Support and maintain existing and future HR systems/technology to increase speed of delivery of HR processes and to facilitate access to HR information.

+ Coordinates, with the oversight of Compensation Manager, the execution of the Performance Management and Bonus Cycle with regards to the process flow, system updates and compensation review.

+ Coordinates efforts and activities with HR Technology, HR Operations, Payroll, Budget and other relevant departments to implement system adjustments, salary structures and resolve individual payroll questions and various other issues as needed.

+ Cross train and learn all activities in order to effectively support the department in the absence of the Compensation Manager or other Compensation Analyst.

+ Creatively simplify or enhance operational processes and workflow. Develop solutions to problems of unusual complexity that have a board impact on the business which require a high degree of ingenuity, creativity, and innovation. Monitors minimum wage laws in jurisdictions where the company operates the locations and review impact of changes on compensation cost.

+ Assist in the design and costing of proposed wage progression structures, market-aligned pay ranges and bonus pay plans

+ Assist with special projects and ad-hoc requests related to associate pay programs and other corporate compensation projects.

Minimum Education or Certifications Required

+ Bachelors Degree in HR or Business or related degree and/or experience required

+ Certified Compensation Professional (CCP) designation preferred

+ High School Diploma or Equivalent Required

Minimum Experience or Skills Required

+ Technology

+ Must have strong overall computing capability, including Excel, internet, and importing and exporting files. Mid-level experience required for MSWord and PowerPoint.

+ Skills

+ Ability to develop and analyze processes, identify and correct inefficiencies and develop procedures

+ Communication Skills and the ability to work effectively with Department Heads, peers and employees at all levels

+ Ability to manage time and priorities and meet project deadlines

+ General Office Skills

+ Experience

+ (1-3 Years) Application of various compensation principles, laws and regulations

+ (1-3 Years) Analysis of large volumes of data and situations; developing alternatives and presenting results of analyses

_In the state of Washington, all technician and driving positions, including but not limited to van drivers and any other position requiring employees to drive a company-owned vehicle, are considered safety-sensitive and are therefore subject to drug and alcohol testing, including cannabis._

_All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. First is also committed to providing a drug-free workplace. First will consider for employment qualified applicants with criminal histories consistent with the requirements of the San Francisco Fair Chance Ordinance, Los Angeles Fair Chance Ordinance, and any other fair chance law. Philadelphia’s Fair Criminal Record Screening Standards Ordinance Poster is at this link or upon request_ _https://www.phila.gov/media/20210423160847/Fair-Chance-Hiring-law-poster.pdf_ _._