Job Description:

The Compensation Analyst II at Park Place Technologies will play a crucial role in ensuring alignment between compensation programs, compensation philosophy, and business strategy. You will participate in the design, evaluation, implementation, and management of base pay and incentive compensation programs. Leveraging your financial analysis background, you will provide data-driven insights to make informed decisions about compensation strategies.

 

Responsibilities:

• Conduct comprehensive analysis of compensation programs and benchmark against industry standards and market trends


• Gather, maintain, and analyze compensation-related data and prepare survey submissions, ensuring accuracy, confidentiality, and competitiveness


• Stay updated on compensation trends, economic conditions, and labor market developments to make informed recommendations and determine best practices


• Assist in the development of compensation structures, incentive plans, and bonus programs that align with organizational goals


• Support the budgeting process by providing financial analysis related to compensation expenses and forecasting


• Ensure compliance with all applicable laws and regulations related to compensation, including FLSA and pay equity legislation


• Provide data-driven recommendations to enhance the effectiveness and competitiveness of compensation programs


• Perform ad hoc compensation analyses in accordance with the Compensation Administration Policy


• Evaluate job descriptions, maintaining update and accurate responsibilities and requirements


• Enhance and maintain compensation tools to optimize employee experience


• Build relationships with key stakeholders by understanding current business needs


• Provide recommendations on program enhancements and cost efficiency


• Assist with the annual merit and profit-sharing bonus programs


• Research and resolve complex matters related to compensation


• Lead complex ad hoc projects as requested


• Conducts market analysis of jobs to determine competitive positioning of roles


• Other tasks and duties as assigned 

 

What we are looking for:

• Minimum of 3 years of experience as a Compensation Analyst, preferably with additional experience as a Financial Analyst


• Proficiency in data analysis tools and software (e.g., Excel, SQL, Tableau) to manipulate and analyze large datasets


• Strong understanding of compensation principles, market trends, and regulatory requirements


• Excellent analytical and problem-solving skills, with the ability to draw meaningful insights from complex data


• Strong communication and presentation skills, with the ability to convey technical information to non-technical stakeholders


• Detail-oriented and highly organized with the ability to manage multiple projects simultaneously


• Team player with the ability to collaborate effectively with cross-functional teams

Education Requirement:

• Bachelor's degree in finance, Business, Economics, Human Resources, or a related field is required


• Master's degree or relevant certification (e.g., CCP, CFA) is advantageous but not essential

  

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Park Place Technologies is an Equal Opportunity Employer M/F/D/V.

Park Place Technologies has an in-house recruiting team that focuses exclusively on the hiring needs of our company. We are not currently accepting additional third-party agreements or unsolicited resumes. If you would like to be considered as a preferred partner with Park Place Technologies, please submit your detailed information to careers@parkplacetech.com. Any CVs submitted directly to hiring managers will be considered unsolicited and become the property of Park Place Technologies.

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)

Human Resources

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