Compensation & HRIS Analyst - Manhattan Associates

We create possibilities that move life and commerce forward Welcome to Manhattan Associates. Our supply chain commerce technology positively affects how people on six continents work, shop and live. If you want to tackle complex problems, push limits and redefine what’s possible, you’ve come to the right place. **THIS IS A HYBRID ROLE** **Candidates must live in the metro-Atlanta area. As a Compensation and People Data Analyst, you will be responsible for supporting the Company’s People Team with compensation processes and People data needs. You will be considered an HR specialist for the business, as well as a thought partner across all areas of Human Resources. You will problem solve with the HR team, and support the design, development and implementation of compensation and analytical initiatives involving statistical analysis, modeling, and implementation. Using people metrics and analytics, your skills and experience will improve HR performance and drive business outcomes. By supporting analytic reporting projects, your meaningful insights will foster change across business areas that span the employee life cycle, such as compensation, workforce planning, employee experience, attrition, and talent acquisition. This role is collaborative, creative, and focused, with tremendous opportunity for impact, bringing additional opportunities to an already successful organization. This position does not have any direct reports but will have ownership responsibility for project work and key processes. The role is part of a global team and will report to the Senior Compensation Manager. The role is based in Atlanta, Georgia but has a global scope, supporting our businesses in the US, Europe and Asia. Job Responsibilities: The role involves spending approximately 50% of time on global compensation and 50% on people data analytics. The focus can vary throughout the year, depending on the Company’s regular merit and promotion cycles and special projects. The responsibilities for this role include the following, in addition to special projects and ad-hoc requests: Compensation · Administer our broad-based compensation program, which includes annual year-end merit, promotion and mid-year compensation cycles, corporate and sales bonus programs, sales commissions plans, and a public equity grant program; · Partner in the development, implementation, and communication of compensation programs and policies including base salary, annual incentives and equity. · Maintain compensation structure / wage grades – work with HR partners and clients to analyze positions using both market and internal data, determine appropriate wage grade within structure, and recommend compensation packages. Keep structure and HR teams updated. · Maintain job evaluation process including library of job descriptions across all functions, assignment of job codes, recording and maintaining records in jobs database. · Assist in coordination and administration of the annual performance review process, including preparation of annual incentive statements. · Manage job families, job architecture and job leveling, profile set-up and similar job changes in Workday; · Update and maintain compensation structures and wage grades, including submission of market survey data for benchmarking with AON Radford; · Support compensation analysis for job offers and compensation change requests; · Work with Chief People Officer, HR Business Partners, or other People team members to provide compensation support as needed (typically as monthly reporting); · Help drive use of Workday in compensation processes, improve or extend capabilities, and help develop additional opportunities to leverage Workday; · Support other business teams such as Finance, Legal, Services, R&D, and Sales with compensation data, processes and requests, as needed. People Data Analytics · Complete the build-out and maintenance of a Quarterly Dashboard Report leveraging Workday People data and Excel; · Prepare monthly, quarterly and ad-hoc reports for various HR metrics– headcount, turnover, new hires, promotions, terminations, etc. Review and analyze results in support of HR initiatives; · Conduct analyses of employee data to identify trends, facilitate strategic workforce planning, or improve human resources operations; · Collect and analyze data related to People measures, such as compensation, turnover, employee demographics, recruiting or staffing. Use analyses to help forecast hiring, scheduling, or other workforce planning needs; · Build and model data scenarios, maintain databases, validate source data, and produce reports; · Leverage people analytics dashboards and tools to help drive high-level analyses, proactively diagnose root cause issues, translate data to meaningful insights, and preemptive recommendations. · Support analyses of strategic projects and solution development by collaborating with the broader People team, to help deliver methodical, practical people insights across the organization. Qualifications: · Requires a Bachelor’s degree in related field with 1-3 years in Compensation and/or People Analytics experience, preferably in the tech industry · Experience collaborating with teams to develop ideas and initiatives · Broad knowledge of data analytics and basic statistics (e.g., mean/median/mode, variance, distributions, significance testing, etc.), and interpreting data from an HR-centric perspective · Strong Excel and PowerPoint skills for data analysis and reporting · Exposure to business intelligence tools such as Power BI or Tableau would be a plus · Ability to support multiple projects at the same time · Strong communication and presentation skills, both written and verbal; ability to tailor communications depending on the audience · Interactive work style, comfortable asking questions and sharing opinions, solicits feedback · Strong problem-structuring and problem-solving abilities · Comfortable working independently but also as a member of a team · Experience working in HR function and understands HR roles and capabilities · Experience with Workday preferred (Compensation and/or Analytics modules a plus) #LI-GW1 Committed to diversity and inclusion At Manhattan, it’s about more than just the work. From cultural celebrations to interest groups to volunteer opportunities, your true self is always welcome here. Our team members’ backgrounds, experiences and perspectives add to us as a whole and make us unique. We are proudly an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a veteran. In the United States, Manhattan Associates participates in the Employment Eligibility Verification Program (E-Verify) operated by the Department of Homeland Security in partnership with the Social Security Administration. Participation in the E-Verify Program allows Manhattan to confirm the employment eligibility of all newly hired employees after the Employment Eligibility Verification Form (Form I-9) has been completed. At Manhattan Associates our supply chain and omnichannel technology positively affect how people work, shop and live – every single day. Though we all take different paths to get here, everyone shares one belief: We’re good people doing great things.