"Alerted.org

Description

We invite you to Explore the Potential of being part of something Clearly Essential!

Compass Minerals (NYSE: CMP) is a leading global provider of essential minerals focused on safely delivering where and when it matters to help solve nature’s challenges for customers and communities. The company’s salt products help keep roadways safe during winter weather and are used in numerous other consumer, industrial, chemical and agricultural applications. Its plant nutrition products help improve the quality and yield of crops while supporting sustainable agriculture. Compass Minerals operates 12 production and packaging facilities with more than 1,800 employees throughout the U.S., Canada and the U.K. Visit compassminerals.com for more information about the company and its products.

Summary

The Sr. Compensation Analyst is responsible for designing, analyzing, and administering broad-based compensation programs that attract, retain, and motivate employees while ensuring internal equity and external competitiveness. This role partners closely with HR, Talent Acquisition, Finance, and business leaders to provide data-driven insights, manage compensation processes, and support the development of compensation strategies aligned with organizational objectives.

Essential Job Functions include, but are not limited to the following:

_(Management reserves the right to add or modify the duties and responsibilities at any time.)_

Compensation Program Design & Management

+ Lead the development, implementation, and ongoing management of broad-based compensation programs (base pay, salary structures, job evaluation, market pricing, pay ranges).

+ Maintain and update compensation structures, including annual market review and recommendations for structural adjustments.

+ Develop and refine compensation policies, guidelines, and procedures to ensure consistency and compliance.

Job Evaluation & Market Pricing

+ Conduct complex job evaluations using established methodologies and advise leaders on job leveling and titling.

+ Perform market pricing analyses using salary surveys and external benchmark resources.

+ Provide recommendations to ensure competitive and equitable pay decisions.

Compensation Analytics & Reporting

+ Analyze compensation trends, pay equity, turnover, labor cost implications, and other key workforce metrics.

+ Prepare presentations, models, and dashboards to communicate insights to HR leaders and business partners.

+ Use advanced Excel or analytics tools (e.g., Workday, SuccessFactors, MarketPay, Tableau, Power BI) to support compensation planning.

Annual Pay Planning

+ Support or lead the annual compensation cycle, including merit planning, market adjustments, and incentive administration.

+ Manage planning tools/data audits and provide guidance to HR partners on process execution.

Compliance & Governance

+ Ensure compensation programs comply with federal, state, and local laws (FLSA, pay transparency requirements, equal pay regulations).

+ Conduct pay equity analyses and propose corrective actions as needed.

+ Support compensation-related audits and internal controls.

Stakeholder Partnership & Consultation

+ Act as a subject-matter expert advising HR Business Partners and leaders on compensation decisions.

+ Present insights and recommendations to leadership in a clear and business-focused manner.

+ Provide training and guidance on compensation fundamentals and best practices.

Minimum Required Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

Education & Experience

+ Bachelor’s degree in Human Resources, Business, Finance, or related field; Master’s degree a plus.

+ 5–7+ years of experience in compensation, including broad-based program design and analysis.

+ CCP certification (or progress toward CCP) preferred.

Skills & Competencies

+ Advanced analytical and quantitative skills; strong proficiency in Excel and compensation-related systems.

+ Strong understanding of job evaluation methods, survey participation, and salary structure design.

+ Ability to interpret data, model scenarios, and provide actionable recommendations.

+ Excellent communication, consulting, and stakeholder management skills.

+ Strong attention to detail and ability to handle sensitive/confidential information.

+ Experience working in fast-paced, complex, or large-scale organizational environments.

Additional Desired Experience (Optional Based on Company Needs)

+ Experience with global compensation programs.

+ Familiarity with incentive plan design (short-term or sales incentives).

+ Knowledge of pay transparency and compensation communication strategies.

+ Experience integrating compensation work during mergers/acquisitions.

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Compass Minerals is an equal opportunity and affirmative action employer. We are firmly committed to making all employment-related decisions without regard to race, ancestry, ethnicity, color, religious creed or belief, national origin, sex (including sexual orientation, gender identity, and pregnancy and breastfeeding), age, military or veteran status, status as a qualified individual with a disability, genetic information, and any other characteristic protected by law. Learn more about equal employment opportunity laws at dol.gov (https://www.dol.gov/agencies/ofccp/posters) . January 2025

Equal Opportunity Employer

This employer is required to notify all applicants of their rights pursuant to federal employment laws.

For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.