Location:

800 Philadelphia Street

Indiana, PA 15701

or

100 Corporate Center Drive
Suite 200
Camp Hill, PA 17011

or

491 North Cleveland-Massillon Road

Akron, OH 44333

or

358 N Shore Dr

Pittsburgh, PA 15212

Hours:

Monday - Friday (8:00 AM - 5:00 PM)

(Additional hours as necessary to meet the objectives of the department)

Function:

The Compensation Analyst is responsible for supporting the organization's compensation programs and payroll operations. This role ensures accurate and timely payroll processing, analyzes compensation data to maintain competitive and equitable pay practices, supports job evaluations, and assists with compliance, reporting, and process improvements. The position partners closely with Human Resources, Finance, and business leaders to ensure compensation and payroll programs align with organizational goals and regulatory requirements.

Duties and Responsibilities:

Compensation Administration

• Analyze compensation data and market trends to support competitive pay practices.

• Participate in salary surveys and benchmark positions against market data.

• Assist with job evaluations, grading, and salary structure administration.

• Support annual compensation processes, including merit increases, promotions, and incentive programs.

• Conduct pay equity analyses and support compensation compliance initiatives.

• Prepare compensation reports, dashboards, and presentations for leadership.

• Maintain compensation-related data in HRIS systems.

• Partner with HR Business Partners and managers on compensation recommendations.

Payroll Administration

• Process payroll accurately and timely in accordance with organizational policies and payroll schedules.

• Audit payroll transactions, including new hires, terminations, transfers, bonuses, and salary adjustments.

• Ensure compliance with federal, state, and local wage and hour regulations.

• Reconcile payroll reports and resolve discrepancies.

• Coordinate payroll-related activities with Finance, HR, and external vendors.

• Maintain employee payroll records and tax-related information.

• Support year-end payroll activities, including W-2 processing and audits.

• Respond to employee inquiries regarding pay, deductions, taxes, and payroll policies.

• Understanding of 401K regulations

Reporting & Compliance

• Generate recurring and ad hoc payroll and compensation reports.

• Analyze workforce, compensation, and payroll trends.

• Ensure compliance with FLSA, wage and hour laws, tax regulations, and company policies.

• Support internal and external audits.

• Maintain data integrity across HRIS, payroll, and compensation systems.

Process Improvement

• Identify opportunities to improve payroll accuracy and compensation administration processes.

• Assist with HRIS, payroll, and compensation system implementations or upgrades.

• Develop and maintain documentation, procedures, and controls.

Education:

Requires a four-year degree or equivalent. Human Resources, Business Administration, Finance, Accounting, Economics, or related field preferred.

Experience:

• Two to five years of general experience and two to five years of specialized experience in compensation analysis, payroll administration, HR analytics, or a related role.

• Experience working with HRIS and payroll systems (Workday, ADP, UKG, SAP SuccessFactors, Oracle, etc.).

• Experience with compensation surveys and market pricing preferred.

• Preferred Certifications: Certified Compensation Professional (CCP), Fundamental Payroll Certification (FPC), Certified Payroll Professional (CPP), SHRM-CP/SHRM-SCP or PHR/SPHR

Physical Demands:

This work can be performed at multiple locations. Operates a keypad device 80-90% throughout the day. The primary parts of the body involved in performing these tasks are the fingers, thumb, hand, wrist and elbows. Sitting is required 90-100% of the day.  Traveling 10-20% to alternate work locations. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

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)

Salary Range: