Analyst, Compensation


To provide analytical and other professional level support to the compensation function. Support management in the design, development, implementation and administration of pay programs including base pay, salary administration, salary surveys, job descriptions and evaluations, salary/market pricing analysis, and incentive programs. This position will be proactively handling day-to-day compensation program administration

  • Analyzes, documents, and evaluates new and revised jobs to develop job descriptions and recommend appropriate grade level and FLSA status. May use market data and internal comparisons to ensure external competitiveness and internal equity.
  • Manages annual compensation planning processes (Focal) for the Buying offices, including salary structure update, merit increases, incentive awards.
  • Manage subscriptions and participation in all salary surveys for the Buying Offices. Prepare and analyze salary survey data submission. Use results from survey data to determine organization’s competitive position.
  • Formulates recommendations regarding development and maintenance of compensation guidelines, salary structure, merit increase budget and geographic differentials to maintain competitive position in the market.
  • Reviews requests for pay actions, including promotions and salary equity adjustments, for conformance to guidelines, policies and practices. Performs market research and makes recommendations for requests outside of pay guidelines.
  • Responsible for the management of the internal offer process for approved pay actions, transfers and new hires. Maintains the database for all offers post NY Salary History Ban. Uses the database as a knowledge management tool keeping Comp and TA leadership updated on offer development trends.
  • Performs competitive pay analysis and modeling in support of ad-hoc requests, merit and incentive programs and ongoing job evaluation needs.
  • Monitors minimum wage laws in jurisdictions where the company operates the Buying offices and review impact of changes on compensation cost. Work closely with Finance to ensure they are aware of the changes and partner with Associate Relations to ensure increases are implemented in a planned manner.
  • Monitors compensation practices and ensures compliance with laws and regulations and advises management of regulatory changes.
  • Other projects and duties as assigned
  • Organizing
  • Communication
  • Teamwork
  • Collaboration
  • Planning
  • Customer Focus
  • Problem Solving
  • Integrity and Trust
  • Bachelor’s degree required
  • 3 years of direct experience in compensation
  • CCP or course work completed towards CCP preferred
  • Excellent PC skills including Microsoft Office (Excel, Word, and PowerPoint) with extensive advanced Excel experience
  • Experience working with HR databases
  • Experience with job evaluation and market pricing methods
  • Strong analytical, problem-solving, and research skills
  • Must have the ability to build relationships with Human Resources partners
  • Strong organizational and project management skills, along with the ability to manage multiple priorities in a fast-paced work environment
  • Flexible and proactive problem solver adept at achieving results in a team-oriented and collaborative environment, but also able to function effectively working independently
  • Strong understanding of state and federal laws, regulations and statutes relating to compensation
  • Excellent verbal and written communication skills

Job requires ability to work in an office environment, primarily on a computer.
Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc.
Consistent timeliness and regular attendance.
Vision requirements: Ability to see information in print and/or electronically.




This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management’s discretion.

Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.