Compensation Analyst II

The Compensation Analyst is responsible for supporting the design, analysis, and administration of compensation programs while assisting with global mobility initiatives. This role ensures competitive and equitable pay practices and provides analytical support for international assignments, relocations, and global workforce planning.

• Bachelor’s degree in Business Administration or related discipline, or equivalent experience

• 2-4 years of experience in compensation, global mobility, or total rewards
  

PREFERRED QUALIFICATIONS

• Prefer a minimum of 2 years’ experience performing compensation analysis work for a mid to large sized organization.

• Prefer a minimum of 2 years’ experience with international assignments and expatriate programs

• Well organized, confident to work independently.

• Prior experience at a drilling contractor a plus, but not required.

• Understanding of local, state, and country compensation compliance regulations.

• Ability to gather and analyze data, compile information, and prepare reports as needed.
  

BEHAVIORAL COMPENTENCIES:

• Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community.

• Able to interact with all levels of management.

• Commitment to customer service and ability to work in team oriented environment
  

TECHNICAL COMPENTENCIES

• Intermediate to advanced skills in the use of database management, word processing, spreadsheet, and/or presentation software.

• General knowledge of HRIS and payroll systems.
  

Physical requirements / working conditions

Office Environment

Compensation (Primary Focus)

• Assist the compensation team to develop grades, ranges and the slotting of the employees.

• Analyzes compensation data and utilizes job evaluation process to determine job worth and market pricing.

• Participates in salary surveys and analyzes results to determine organization's market relationship.

• Prepares job descriptions and job evaluation reports.

• Develops recommendations to adjust salary structure in response to changing organizational needs and market values.

• Analyzes current organizational pay practices and makes recommendations for salary changes to ensure equity.

• Conducts job analysis to determine appropriate salary level according to compensation guidelines and policy formulated by human resources executive.

• Ensures all compensation data within the HRIS system is complete and correct.

• Prepares Compensation reports as required.
  

Global Mobility (Secondary Focus)

• Support administration of international assignment programs (short-term, long-term, expatriate, and permanent transfers)
• Assist with expatriate compensation packages, including cost-of-living, tax equalization, and allowances
• Partner with vendors for relocation, tax, and immigration services
• Track mobility-related costs and provide reporting/analysis
• Ensure adherence to global mobility policies and compliance requirements
• Provide guidance to employees and managers on mobility processes