Senior Compensation Analyst

The Sr. Compensation Analyst is a key role within the JD North America People Regional Business Services model. The Regional Business Services function is responsible for supporting all US businesses within the JD Group, including JD Sports, Finish Line, Finish Line Macy’s, Shoe Palace, Nice Kicks, Downtown Locker Room (DTLR), and Hibbett. This position designs, analyzes, and administers compensation programs to ensure they are competitive, equitable, and aligned with the organization’s business strategy. Using benchmark data, internal analytics, and stakeholder collaboration, the Sr. Compensation Analyst supports the development of salary structures, incentive plans, procedure documentation, program administration, and general pay decisions while ensuring compliance with relevant laws and policies. The contributions of this role, and the overall Total Rewards team, ensures JD’s ability to attract, retain, and create a growth path structure for world class talent. Specifically, the following duties are performed: 

• Execution of the organization's compensation philosophy and architecture, which includes creating and maintaining job profiles, job grading, market pricing, FLSA analysis, and pay recommendations - all which are critical to the employee experience and delivering business objectives. 

• Ensures pay programs are competitive with an eye for the retail landscape, fair from an internal equity perspective, and uphold business fiscal responsibility. 

• Reviews and approves proposed salary actions to ensure conformance with established guidelines, policies and compensation philosophy.

• Administer ad hoc and recurring incentive program processes, such as bonuses, merit and market adjustments, allowances, minimum wage, among others. 

• For the aforementioned activities, plans for these programs, updates guidelines and tools, system testing, preparing communication materials, working closely with business leaders and other People Department team members on said process/recommendations.

• Assures through audits, reports, and personal contact that the organization's compensation programs are consistently administered in compliance with company policies and government regulations.

• Aids in wage forecasting, providing data and reporting for accruals, and other ad hoc items critical to the company’s budgets. 

• Participate in salary surveys as well as collect and analyze salary information to help determine our competitive positioning in the market.

• Benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges.

• Works with People/HR Business Partners, Talent Acquisition team members, hiring managers, and business leaders to evaluate job duties and responsibilities for new positions and provide benchmarking information and recommendations.

• Conducts equity reviews and drive the overall compensation strategy of competitive pay, equity, and pay for performance.

• Support in the preparation of presentations and data analysis for senior leadership meetings, such as the Compensation Committee. 

• Ensure compliance with compensation laws and regulations while staying up to date with current and upcoming competitive market trends in our industry.

• Assist with ad-hoc and annual analytical projects from management and senior leadership involving large amounts of data, identifying key themes, and highlighting areas of opportunity, including assessment of compensation metrics to assess larger strategy objectives.

• Leverages system functionality and optimizes capabilities within the compensation modules of the company's human capital management system (Workday).

• Analyze data and processes to provide suggestions for enhancement to current plans and programs.

• Delivers defined KPIs and SLAs accurately and on time to ensure team members are paid correctly; works with a continuous improvement mindset, always aiming to increase efficiency and automate processes for improved speed and accuracy. 

• Stay knowledgeable about compensation trends and strategies and work to innovate and improve the compensation programs at the organization including finding ways to automate and be more efficient.

• May play a formal or informal leadership role to subordinate team members, inclusive of training, development, reviewing work, and directing work. 

• Other projects and duties as assigned.

Required Education and/or Experience

Bachelor's degree in a related field and at least 4 - 6 years of compensation experience, or equivalent combination of education and experience. Experience in retail or related high volume industry is a plus, as is any experience in data analytics. Leadership experience is a plus, but not required. 

Required Computer and/or Technical Skills

Should have intermediate advanced knowledge and abilities within Google Suite or Microsoft Suite - specifically with Excel. Experience with Workday is a plus, but general knowledge and ability to navigate HR systems, compensation tools, and other reporting/BI tools is required. Certifications related to the compensation field are a plus. Internal JD Group experience is always a plus. 

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Sit for more than 6 hours per shift

• Use hands to touch, handle, feel and type

• Reach with hands and arms

• Talk and/or hear

• Walk or move from one location to another

• Periodically may need to climb, balance, stoop, kneel, or crouch

• Lift and/or move from 10 pounds occasionally 

• Punctuality and regular attendance consistent with the company’s policies are required for the position.

• The average work week is 40-50 hours, which can vary depending on business need.

• The work environment for this position is a moderately noisy office setting.

• Travel may be required occasionally, likely no more than 10% of time. 

The company reserves the right to modify this job description with or without notice. Employees may be asked to perform additional duties outside of normal job scope on a temporary basis per company policy.

This job description is not intended to cover all aspects, duties, and/or responsibilities required of employees.  Employees may be asked to perform additional duties outside of normal job scope on a temporary or permanent basis per company policy. ​The company reserves the right to modify this job description with or without notice. 

EEO Statement:

The Finish Line, Inc. is an Equal Employment Opportunity employer and is committed to complying with all federal, state, and local EEO laws.  The Finish Line, Inc. prohibits discrimination against employees and applicants for employment based on race or color, religion or creed, national origin, alienage or citizenship status, marital status, sex, pregnancy status, age, military status, disability, or any other characteristic or class protected by law.  The Finish Line, Inc. provides reasonable accommodations in accordance with applicable laws, including for disabilities, pregnancy, and religious practices.

Need accessibility assistance to apply?
Applicants who require accessibility assistance to submit an employment application can either call Finish Line at  (317) 613-6890 or email us at talentacquisition@finishline.com.  A member of our Talent Acquisition team will respond as soon as reasonably possible. (This email address and phone number is only for individuals seeking accommodation when applying for a job.)