Senior Compensation & Metrics Analyst
JOB TITLE: Senior Compensation & Metrics Analyst
STATUS: Exempt
LOCATION: Hybrid; location flexible (see law firm website for list of all office locations)
REPORTS TO: Human Resources Manager, People Operations
POSITION SUMMARY
The Senior Compensation & Metrics Analyst is a full-time, exempt position available at any of the law firm's office locations. This role is responsible for administering the firm's staff and non-partner attorney compensation policies and practices. The position offers support to the Human Resources Department by providing compensation, HR Metrics, and ad-hoc reporting assistance. The ideal candidate should possess three to seven years of progressive experience in compensation and analytics.
Compensation: The law firm considers a wide range of factors to determine compensation, including an individual's background and experience. The base salary for this position is expected to start between $90,000 - $120,000, depending on location, skills, qualifications, and experience. Candidates are encouraged to apply regardless of these variables.
Benefits: Medical, Vision, Dental, PTO, 401k, Life, Disability
PRIMARY RESPONSIBILITIES
Compensation Analysis and Administration
- Lead the annual staff and non-partner attorney compensation process, collaborating with accounting on budget outcomes for merit and bonuses and working with HR Leadership.
- Provide data for salary surveys and analyze survey data results to determine the firm's competitive position in the marketplace and ensure internal equity.
- Offer compensation recommendations for promotions, market adjustments, retention, new hires, and relocating employees, using external insights while reflecting compensation philosophy and policies. Collaborate with HR Generalists, staff recruiting, and firm-wide management to communicate and implement recommendations.
- Utilize the HRIS system to run compensation-related reports and extract data for analysis for the HR department.
- Update the market pricing database and career grade structure annually. Provide career grade and range data to the HR department as requested and advise on starting salary offers as needed.
- Provide guidance, analysis, and design on non-partner attorney-related compensation or billable hours throughout the year.
Market Compensation Analysis
- Update and maintain data on geographic differentials and make recommendations for zone changes. Identify geographical differentials when new markets are established.
- Stay informed about new and emerging compensation trends, creative solutions, and legislative changes, while also keeping up with current laws and regulations to ensure continued professional development.
HR Metrics and Data Management
- Provide data analysis and reporting features such as dashboards, custom reports, recommendations based on market data, and other ad-hoc people metrics reporting for the HR department.
- Support analysis of internal surveys when requested and identify milestones and trends for follow-up actions and problem-solving.
- Develop and update HR reports for firm metrics, including demographic data, collaborating with the HR team and internal stakeholders (Marketing, Talent, and Culture) to provide insights into workforce needs.
- Ensure the accuracy and integrity of data used for analysis and reporting to support decision-making processes.
Reporting and Visuals
- Create and present regular reports on compensation metrics, including performance, trends, and recommendations to senior leadership.
- Develop dashboards and visualizations to help leadership and management make data-driven decisions related to staffing and compensation.
- May develop, coordinate, or assist in training activities as needed. May provide informational training.
Additional
- Resolve technical problems with compensation programs, databases, and HR Metrics dashboards.
- Perform special projects or ad-hoc analyses related to firm compensation, staffing, and workforce optimization as requested by leadership.
- Other duties as assigned.
QUALIFICATIONS / SKILLS
- Bachelor’s degree, preferred in Business Analytics, Data Analytics, Human Resources
- Minimum of 5-7 years of experience in market data analysis, design, and administration of compensation programs for multi-state employers or an equivalent combination of education and experience. Experience with workforce optimization and human resources analytics is preferred. CCP certification is helpful but not required.
- Previous law firm experience is helpful.
- Experience with HRIS software applications and third-party systems such as CompAnalyst is strongly preferred.
- Advanced Excel skills are required, along with strong statistical analysis and research skills. Experience with data visualization tools (., Tableau, Power BI) is highly desirable.
- Experience in incentive design and sales compensation or variable pay plans is helpful.
- Strong communication skills, both oral and written.
- Experience evaluating markets and trends affecting pay practices and translating those into relevant solutions. Working knowledge and application of market pricing techniques as well as the development and maintenance of grade/range structures.
- Excellent planning and organizational skills.
- Sense of urgency, adaptability to changing business requirements, and commitment to a proactive approach.
- Ability to consult with members of senior management.
- Hands-on experience and thorough knowledge of key laws and regulations (FLSA, and other federal and local laws and regulations governing compensation practices and pay equity).
- Experience in mid-size to large multi-state organizations is strongly preferred.
- Must maintain a high level of confidentiality when working with salary and bonus data.
- Detail-oriented, accurate, and thorough.
PHYSICAL REQUIREMENTS
- Position is generally sedentary in nature; involves sitting most of the time, but may require inter-office mobility for brief periods.
- Ability to occasionally or routinely lift up to 10 – 20 lbs.
- Ability to efficiently communicate.
- Ability to perform repetitive motions required.
- Ability to see and read PC screens, detect color coding, read fine print, and/or normal type size print.
DISCLAIMER
The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required of personnel so classified.
