Job Listing
|
|
| Job ID: 13945441 |
|
| |
| Job Location: |
|
| |
|
|
| |
| How to Apply: | To see employer contact information, log in or register. |
| |
| Job Title: | HR Rewards Analyst |
| Work Type: | Work Days: Work Vary: Yes , Shift: Other, Hours Per Week: 40, Work Type: Regular |
| |
| Salary Offered: | Unspecified |
| Benefits: | 401(k) or other retirement, Dental Insurance, Health Insurance, Holidays, Sick Leave or PTO, Vacation or PTO |
| |
| Physical Required: | Unspecified |
| Drug Testing Required: | Unspecified |
| Education Required: | Bachelor's Degree |
| |
| Experience Required: | Unspecified |
| |
| Required Skills: | Please see the job description for information about required job skills. |
| Preferred Skills: |
|
| |
| |
| |
|
| Job Description: |
Description
Be yourself at Protolabs
Studies have shown that women and people of color are less likely to apply to jobs unless they meet every single qualification. We are an equal opportunity employer, and we are committed to building a diverse team that feels you are valued in the workplace. Do you not meet every single requirement but still intrigued? We encourage you to still apply! You can help make our company even better. We do not discriminate based on race, color, national origin, sexual orientation, gender, age, mental or physical ability, or any way you represent yourself. We strongly believe diversity makes for more successful teams.
Why Protolabs?
We are the leaders in digital manufacturing. We hire designers, engineers, developers, and creative thinkers who tackle their roles with an entrepreneurial spirit. Our culture is centered around meaningful work that brings new and innovative products to market at unprecedented speeds. We are a diverse team that comes from all walks of life and take pride in our team who is smart, genuine, humble, and passionate about what they do. It's our people who fuel our creativity and make our culture feel like home.
Join our team as an HR Rewards Analyst!
This position is a Hybrid role based out of Maple Plain, MN
The HR Rewards Analyst is primarily accountable for the development, analysis, design, implementation, and service delivery of Protolabs' rewards programs. This role is responsible for providing services and project support for annual & ongoing HR processes and initiatives within the Global Compensation & Benefits Center of Excellence. This role acts as a primary resource serving company management and the HR team for the United States region and Global Functions.
You will:
POLICY, PROCESS, AND GOVERNANCE (25%)
Analyze, recommend, and implement company rewards policies & programs by facilitating governance of company policies & recommendations in alignment with company total compensation philosophies and business objectives. Ensure decisions are made & executed at appropriate organization levels.
Conduct analysis and enable process execution and decision making of company rewards programs including annual compensation review, budgeting & workforce planning, bonus design & communication, equity programs, and employee surveys on compensation & benefits.
Create, maintain, and execute departmental procedures for assigned rewards programs & processes. Contribute to process and workflow design, including the exchange of data & documentation, and incorporating business governance & delegations of authority. Create & ensure process documentation is communicated and understood by stakeholders.
Execute workflow of assigned processes and projects, ensuring workflow steps are completed accurately and on time by the incumbent, the HR community and/or other internal stakeholders.
Assist with the administration and implementation of the annual compensation processes, including base pay, annual bonus and long-term incentives.
Seek opportunities to enhance rewards program effectiveness & functionality, work collaboratively on enhancements to processes, and recommend solutions to improve routine & non-routine problems.
Assist in the design and implementation of base pay structures, incentive programs, and equity plans that reflect the organization's compensation philosophy.
Act as primary point of contact for compensation related policies and practices, ensuring compliance & escalating complex situations to the Global Compensation & Benefits Leader.
Utilize discretion and independent judgement to perform a broad range of HR compensation services, and provide service and support for the United States and Global Functions.
MARKET COMPETITIVENESS & JOB CLASSIFICAITON (25%)
Participate in rewards surveys to ensure market competitive insights are incorporated into company rewards practices. Complete survey activities (both data & policy) by working with survey vendors to configure and setup queries; compile/import/export data; and aggregate, format, and analyze results for further use in role evaluation and market pricing activities.
Partner, facilitate, and execute role evaluation for assigned regions & functions. Review company job descriptions, evaluate role accountabilities and make recommendations for job classification into company pay structures, including regulatory classifications such as FLSA designation.
Maintain the job classification system and compliance with regulations, including HRIS configuration and enabling company tools.
Determine competitive compensation ranges for each position by conducting market analysis thru research, benchmarking and compilation of compensation data from multiple sources (internal & external), and advise internal stakeholders on the market-competitive conditions and pay levels for company jobs.
Research & analyze best practices and benchmark data, assess results & market trends, and ensure rewards program design is market competitive and internally equitable.
Participate in the development of new rewards programs (e.g. recognition), and measure engagement and performance.
Serve as primary contact for compensation vendors, complete ad-hoc surveys, coordinate vendor orders & billings.
Conduct analysis of company pay structures and employee pay to ensure internal equity and compliance with applicable laws and regulations.
QUANTITATIVE DATA ANALYSIS (25%)
Utilize analytical and communication skills to create meaningful insights by organizing and presenting information to internal & external stakeholders. This may include data creation, assembly, aggregation, manipulation, interpolation, extrapolation, auditing and other HR data usage techniques.
Perform statistical analyses using multiple systems & tools used to evaluate external competitiveness and provide data for establishing pay policies during annual compensation review process.
Conduct research, quantitative analysis and data modeling used to present information and understand trends that drive strategic decisions for people programs.
Create reports (both recurring and ad-hoc) to perform data analysis, establish metrics and summarize outcomes. Conducts data audits, and reconciles discrepancies.
Partner with HRIS to create report templates, and maintains file exports for integrating HR data to other business systems.
Provide system maintenance, including testing and setup for annual compensation review process.
Create and maintain company tools to support the organization needs on rewards programs, including user... For full info follow application link.
All Proto Labs facilities in the United States are ITAR-compliant operations. Due to ITAR regulations, Proto Labs is only able to employ U.S. Citizens, lawful permanent residents (green card holders) or foreign nationals granted refugee or asylee status. Individuals with temporary visas (e.g. E, F-1, H-1, H-2, L, B, J, TN or OPT) are not eligible for hire.
Proto Labs, Inc. is an Affirmative Action / Equal Opportunity Employer
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
Refer to ID 78363221 when applying |
|