CF Industries is a global leader in transforming natural gas into nitrogen. The chemical processes we use ensure we have the nitrogen we need to support life on earth - from fertilizer that feeds the crops that feed the world to products that remove harmful emissions from industrial activities. Through our nine world-class manufacturing complexes and best-in-class distribution system, we serve agricultural and industrial customers. We invite you to be a part of our nearly 3,000 employees making a difference every day.
AG0701 Compensation & HR Systems, Exempt
The Compensation Analyst III is accountable for all broad-based compensation program analysis and on-going administration. This includes completing all job analyses and evaluations, completing benchmark and ad hoc salary surveys and market pricing data analyses, administering the quarterly and annual incentive programs, analyzing and recommending budgets for salary structure planning and merit increases, as well as contributing to compensation program designs and enhancements.
Job Analysis & Evaluation
Conducts job analysis interviews with HR Generalists and Line Managers to document job content. Applies in-depth knowledge of the organization and external market practices to interpret and analyze the nature of work performed. Accountable for ensuring consistency across organization as well as competitiveness from an external labor market perspective.
Ensures the job documentation is complete and accurate. Critically evaluates the wording used to describe jobs to ensure the job descriptions are clear, concise and accurate.
Maintains centralized repository of job descriptions, as well as ensures that the job data in our Workday HRMS is accurately maintained.
Analyzes and evaluates job content and recommends FLSA exemption classifications.
Ensures CF Industries has the most dependable market data available at a reasonable expense. Participates in various third-party surveys designed to identify competitive practices; e.g., compensation levels, administrative policies and general HR policies. Designs, implements and tabulates results of benchmark and ad hoc market surveys to ensure corporate compensation objectives are achieved.
Analyzes salary planning surveys, market data trend and labor market economics data to develop recommendations for annual salary planning process. This includes salary structure recommendations, local wage rate table recommendations and recommendations for competitive merit increase matrices.
Coordinates with Corporate Finance to ensure approved recommendations are passed to Finance for planning and budgeting processes.
Leads and/or participates on project team for the annual administration of merit pay recommendations in Workday’s Advanced Compensation Module.
Prepares data files for loading merit matrix, salary grade structure, and wage rate tables into Workday. Also ensures the published structure information is updated on the corporate intranet website in a timely manner.
Manages the execution of the quarterly and annual incentive processing in Workday’s Advanced Compensation Module. Gathers information from Accounting, Manufacturing, and Human Resources. Analyzes summary reports and prepares audit documents for executive level approval. Annually, provides executive plan sponsors with summary statistics and recommendations for plan design modifications.
Participates on various HR project teams to provide a wide range of data analyses in support of HR initiatives. Typically involves pulling large data files of payroll, financial and employee data, modeling scenarios and cost impacts, interpreting results and developing recommendations.
Participates with HRIT and HR Governance teams to create HR dashboards and leadership data analysis tools.
Supports the development of a compensation communications and/or training materials designed to increase employee/supervisor understanding of the Company’s compensation philosophy, programs and practices.
Understands and complies with established HR governance processes and procedures designed to support internal controls efforts. Identifies and brings to the attention of department management internal controls deficiencies.
Acts as a back up to the Stock Plan Administrator.
Supports the Sr. Compensation Analyst with executive compensation analysis and Board of Director materials, as needed.
Other duties as assigned.
BA/BS degree in business, or its equivalent is required
Certified Compensation Professional (CCP) designation is preferred
5+ years of experience in a corporate broad-based compensation role is required
In-depth knowledge and experience in job analysis & evaluation, particularly with market pricing, is required
Experience in continuous process manufacturing industry, is preferred
Experience in analyzing global compensation data is preferred
Advanced-level skills in using Microsoft Excel is required
Advanced-level skills in using Microsoft Access is preferred
Intermediate-level skills in using Microsoft Power BI is preferred
Workday HRMS, particularly with Advanced Compensation Module, experience is preferred
Excellent communication, analytical, and interpersonal skills required
This job requires the incumbent to have the ability to work with members of CF’s management team at all levels, utilizing excellent interpersonal skills. It also requires analytical and decision-making capabilities to manage and set priorities. Incumbent must possess strong oral and written communication skills and have the ability to support HR positions relative to compensation issues.