LG's Mission is to be #1 by creating a better life for our customers. At LG we make products and services that make lives better, easier, and happier through increased functionality and fun. Put simply, we offer the latest innovations to make “Life Good”! As a global leader, we strive for greatness not only in the products we make but in our people. That is why we are currently seeking the newest innovator to join our dynamic Human Resources team as a Sr. Compensation Analyst located in our beautiful office in Englewood Cliffs, NJ.
What we can offer:
Culture for Growth | Top Notch Employee Health & Well Being Benefits | Every Voice Matters | Global Reach
Job Summary
As a Sr. Compensation Analyst, you will play a pivotal role administering compensation policies and programs for all business units across the U.S. You will be responsible for the development and ongoing maintenance of all tools to ensure fair and competitive compensation practices that correspond to established guidelines, policies, and practices. You will use multiple types of analysis to contribute to the development of salary ranges for our workforce with emphasis on sales compensation plans. This includes collecting compensation market data to collect and analyze data to determine LG’s competitive position. Additionally, you will determine grade level assignments using established criteria and prepare analysis needed for special studies including legal and leadership requests. As a key member of a high performing team, you will work with internal stakeholders to formulate recommendations for ad hoc salary and incentive reviews and administer incentive plans. The ideal candidate will need strong analytical skills to review existing and proposed statutory requirements that govern compensation administration. As a solutions-oriented analyst, you will recommend actions to resolve compensation related problems and recommend appropriate courses of action.
Responsibilities:
· Prepare the competitive market analysis to determine changes to salary structures and make recommendations for sales incentive plans or general compensation strategies.
· Determine the best market sources to utilize and lead the programming of the compensation tool while developing test scripts.
· Administer compensation programs for all subsidiaries within the U.S.
· May identify problems and suggest process improvement solutions
· Work closely with the HR team and to perform employee pay analysis and internal equity reviews to aid in the determination of pay changes.
· Perform analysis that drives the creation of salary structures
· Explain compensation practices to key internal stakeholders, as needed.
Job Requirements:
· Minimum of 5 years of experience with success in performing complex compensation analysis and recommendations.
· Requires broad knowledge of all HR practices.
· Ability to apply technical principles to perform job duties.
· Must understand performance management processes and talent acquisition processes in order to understand the downstream impact of compensation decisions.
· Strong communication and presentation skills to be utilized educate internal key stakeholders of decisions related to compensation practices and policies.
· Bachelor’s degree required. Certified Compensation Professional (CCP) preferred.
At LG, we aspire to empower people and celebrate differences because we believe diversity will create the unexpected. We provide equal employment opportunity to all individuals regardless of their race, color, creed, religion, gender, age, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by state, federal, or local law. Consistent with our commitment to providing equal opportunity and embracing diversity, LG has implemented affirmative action to ensure applicants are employed and employees are treated without regard to these characteristics.
In addition to the above, LG believes that pay transparency is a key part of diversity, equity, and inclusion. Our salary ranges take in account many factors in making compensation decisions including but not limited to skillset, experience, licensure, certifications, internal equity, and other business needs. While we consider geographic pay differentials in final offers, because we operate in many geographies, where applicable, the salary range listed may not reflect all geographic differentials applied.
