Legal Staff Human Resources in Plano, TX

Law Firm

Plano, TX

Legal Staff Human Resources in Plano, TX

Legal Staff

No

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 role is a full-time, exempt position that can be based in any of the law firm office locations. This role is responsible for administering the law firm’s staff and non-partner attorney compensation policies and practices. Additionally, the position provides compensation, HR Metrics, and ad-hoc reporting assistance support to the Human Resources Department. The ideal candidate will have three to seven years of progressive compensation and analytical experience.

Compensation: At the law firm, compensation is determined by a wide range of factors, including the candidate's background and experience. These considerations can cause compensation to vary. The base salary for this position is expected to start between $90,000 - $120,000, depending on location, skills, qualifications, and experience. All interested candidates are encouraged to apply.

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 bonus, and with HR Leadership.
- Provide data for salary surveys, analyze survey data results to determine 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 within the HR department.
- Update 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; make recommendations for zone changes and identify geographical differentials when new markets are established.
- Stay informed on new and emerging compensation trends, creative solutions, and legislative changes, ensuring 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 the analysis of internal surveys when requested, identifying milestones and trends for follow-up actions and problem-solving.
- Develop and update HR reports for law 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 law 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, or Human Resources.
- Minimum of 5-7 years of experience in market data analysis, design, and administration of compensation programs for multi-state employers or equivalent combination of education and experience. Experience with workforce optimization and human resources analytics preferred. CCP certification is helpful but not required.
- Previous law firm experience helpful.
- Experience with HRIS software applications and third-party systems such as CompAnalyst strongly preferred.
- Advanced Excel skills 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 helpful.
- Strong communication skills, both oral and written.
- Experience evaluating markets and trends affecting pay practices and translating those into relevant solutions. Working knowledge/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 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 involve the need for 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 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.