Compensation, Compensation-Executive, Compensation-Sales, Employee Relations, HRIS, Research
4 Year Degree
Transform Your Tomorrow...Today at Curtiss-Wright
At Curtiss-Wright, you have the opportunity to transform the way our customers do business, as well as transform your career. Our entrepreneurial environment provides our employees with excellent experiences that enable them to develop their skills through stretch assignments and the opportunity to work with the best talent in the industry. At Curtiss-Wright, you will have the opportunity to contribute from day one. And...that's just the beginning of how we help you transform your tomorrow.
The Opportunity | Sr. Compensation Analyst Â Â Â Â Â
This position is responsible for supporting compensation activity in the Curtiss-Wright business units assigned, including salary and incentive plan administration, market analysis, and compensation program development, and is accountable for the integrity of all job data maintained in the Human Resources Information System. He or she will also consult with the management and HR staff at the various global sites within the corporation on compensation issues and initiatives, and will serve as the company-wide lead on assigned projects and processes.
Serve as company-wide Compensation team lead on assigned projects, developing project plans, coordinating market research, completing impact analyses and transition timelines, and guiding ongoing maintenance. Upcoming projects include configuring our ADP compensation review system for focal planning, participating in a company-wide assessment of sales incentive plans, and evaluating unique technical leadership positions using Hay's job evaluation system.
Conduct compensation program assessment, analysis, development, communication, training and implementation. Complete compensation surveys and analyze survey results. Prepare and present sound recommendations to senior management with respect to compensation programs, areas for improvement, and emerging trends to assist in decision-making that support business strategy and direction. Evaluate and analyze current compensation practices and propose adjustments to base and incentive pay structures and administrative processes. Document job duties and complete job analysis and benchmarking for new positions.
Work with HR business partners in multiple countries to administer compensation programs aligned with Corporate policy. Coordinate the use of incentive plans with the business units ensuring Corporate requirements are met. Ensure compliance with applicable federal, state, and international laws. Handle inquiries from field locations, interpret company policy and government regulations, and provide solutions to compensation-related issues. Develop and conduct training in Compensation policies and procedures for HR business partners. Conduct the due diligence for acquisition targets with respect to compensation and develop and help implement compensation integration strategies and plans.
Bachelor's Degree with 4 - 6 years of compensation experience
Advanced knowledge of Microsoft Office applications, particularly Excel
Thorough knowledge of compensation practices and processes
Ability to conduct comprehensive market pricing studies
Strong problem solving and analytical skills
Ability to make effective presentations to a variety of audiences both in person and via webinars
Ability to apply consultative skills in a business environment
Strong project management skills
Quality orientation and attention to detail
Excellent written and verbal communications skills
Knowledge of sales compensation principles
Familiarty with point factor job analysis; Hay's job evaluation system preferred
Strong HRIS skills; familiarity with ADP Enterprise and Talent Management system preferred
Familiarity with compensation practices outside of the U.S. preferred
Certified Compensation Professional (CCP) preferred
This position may require exposure to information which is subject to US export control regulations, i.e. the International Traffic in Arms Regulations (ITAR) or the Export Administration Regulations (EAR). All applicants must be U.S. persons within the meaning of U.S. regulations.
Curtiss-Wright values diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. If you require accommodation due to a disability at any time during the recruitment and/or assessment process, please contact Talent Acquisition and we will make all reasonable efforts to accommodate your request.