Compensation Analyst at Merz North America Inc in Raleigh, North Carolina

Job Description:

The Compensation Analyst will provide consultative support to regional aesthetic human resources and business leadership on compensation topics regarding base pay management, incentive pay administration, and job analysis. This position will work collaboratively with global business partners to support fair, equitable, and sustainable pay solutions. This position reports to the Sr. Director, Human Resources, North America.

RESPONSIBILITIES

Short-Term Incentive Program (STI) 

• Partner with Aesthetic Regional HR to ensure accurate employee classifications for STI eligibility.


• Partner with Aesthetic Regional HR to accurately calculate yearly STI payouts (if applicable).


• Collaborate with Global Aesthetics compensation colleagues to ensure plan harmonization and effectiveness.

Sales Force Variable Pay (Incentive Compensation)

• Aesthetics – Injectables, Capital, Capital Disposables, Skincare; Strategic Accounts; Inside Sales.


• IC plan administration.


• Data collection and quality control procedures.


• Payout calculations and statement distribution.


• Plan effectiveness reporting.


• Triage all Regional Incentive Compensation questions.


• Manage the relationship and communication with external compensation partners. 

 Presidents Club

• Responsible for plan design and yearly review of program.


• Documentation and communication to eligible teams.


• Calculate and publish final results.


• Providing any financial award benefit to payroll.

Rookie of the Year 

• Responsible for plan design and yearly review of program.


• Documentation and communication to eligible teams.


• Calculate and publish final results.


• Provide financial award benefit to payroll.

In – Line Promotion Program 

• Responsible for providing eligibility criteria and final yearly results to decision makers for final promotion approval.


• Monitor the performance results for each participant to determine any additional bonus earned.

Base Pay Budgeting 

• Responsible for ensuring all required employee data and compensation is available and accurate for the yearly budgeting exercise.


• Administrator in FIORI (Financial Budgeting Tool) for all updates and changes required prior to approval.

Competitive Pay Analysis 

• Provide strategic pay analysis for all Merz Aesthetics regional positions to support hiring conversations and merit increases.

REQUIREMENTS

• BA Degree in Finance, Business, Human Resources.


• Minimum of 4 years’ in a Financial or HR role that includes compensation.


• Highly proficient in MS Excel, and proficient in Word and PowerPoint.


• Ability to document, communicate and train others on complex incentive plans.


• Detailed oriented with a solid understanding of business and sales operations and finance.


• Ability to build and maintain positive and productive working relationships with stakeholders at all levels of the organization.


• Ability to research and analyze sensitive data while maintaining objectivity and confidentiality.


• Ability to perform financial modeling and forecasting.

Experience

Required

• 4 year(s): Minimum of 4 years’ in a Financial or HR role that includes compensation.

Education

Required

• Bachelors or better in Finance or related field

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. 41 CFR 60-1.35(c)

See job description

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