Grainger
North America's leading B2B supplier of maintenance, repair and operating supplies and related services.
Chicago, IL

Compensation Analyst

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Grainger is a broad line, business-to-business distributor of maintenance, repair and operating (MRO) supplies and other related products and services. More than 3.2 million businesses and institutions worldwide rely on Grainger for products such as safety gloves, ladders, motors and janitorial supplies, along with services like inventory management and technical support. These customers represent a broad collection of industries including commercial, government, healthcare and manufacturing. They place orders online, on mobile devices, through sales representatives, over the phone and at local branches. Approximately 5,000 suppliers provide Grainger with more than 1.6 million products stocked in Grainger’s distribution centers and branches worldwide.

Primary Function
This position is responsible for the support, analysis, and administration of compensation programs and practices.  The analyst will work closely with the compensation team on various projects. 

Principal Duties & Responsibilities

  • Serves as the compensation team’s system administrator for the annual merit increase and equity award process, and works closely with HRIS as it relates to compensation aspects of the system. Supports and participates in all system enhancements and on-going maintenance activities.
  • Prepares information for participation in compensation surveys. Partners with external vendors to complete submissions. Identifies surveys in which to participate and annually evaluates which surveys are appropriate.
  • Manages the salary increase budgeting process and bonus accruals.
  • Prepares tables for annual proxy statement.
  • Creates and manages tracking mechanisms for various processes such as retention awards.
  • Manages, organizes and updates compensation knowledge used throughout the organization including HR Knowledge Center, Grainger Intranet, SharePoint sites and shared drives.
  • Manages compensation tools such as cloud-based survey database.
  • Designs and prepares regular reports on compensation. Uses analytical and quantitative techniques to assess pay practices.
  • Creates tools and training to support HR Business Partners on compensation processes.

Preferred Education & Experiences

  • Bachelor’s degree required, preferably in Business, Finance, Human Resources or related area.
  • Minimum of 2 years of related compensation experience working with compensation systems including salary survey techniques and interpretation; performance and reward systems, and involvement in organizational design
  • Certified Compensation Professional (CCP) certification preferred but not required.
  • Proficiency in Microsoft Office Applications including Word, Excel, and PowerPoint. Must be able to perform complex functions within Excel in order to manipulate and calculate data for analysis.
  • Relevant Compensation experience in an environment where the HR Information System (HRIS) is an ERP (e.g.: SAP). SuccessFactors and SAP experience a plus.
  • Demonstrated ability to work in a COE/ Business-Partner HR operating model and experience working in a highly-matrixed environment.
  • Excellent analytical, problem solving, customer service, written and verbal communication skills.
  • Ability to meet deadlines and prioritize work. Ability to maintain attention to detail on multiple, simultaneous projects/priorities.
  • Flexible demeanor and the demonstrated ability to work as a team.
  • Ability to maintain confidentiality and appropriately handle sensitive information.

Work Environment

  • Limited travel is required
  • Fast paced environment, candidate must be agile
  • Collaborative and team-oriented
  • Highly-matrixed environment

Impact
The development and administration of compensation programs affects the Company’s ability to attract and retain the employees it requires to meet its strategic and financial objectives.  The position collects and analyzes information that is often used for significant management decisions.  The Compensation Analyst will help develop and test applications that streamline processes both inside the department and across the organization. 

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What are Grainger Perks + Benefits

Grainger Benefits Overview

With benefits starting day one, Grainger is committed to your safety, health and wellbeing. Our benefits provide a wide range of programs and resources for nearly every aspect of the full life you and your family lead – supporting your life today and in the future.

Some benefits are provided automatically, while others are offered at reduced group rates. Whatever you need, you’ve got this because you’ve got Grainger. Visit GraingerTotalRewards.com for a complete picture.

Culture
Volunteer in local community
Partners with nonprofits
Open door policy
Employee resource groups
Employee-led culture committees
Quarterly engagement surveys
Hybrid work model
In-person all-hands meetings
Employee awards
Flexible work schedule
Remote work program
Diversity
Dedicated diversity and inclusion staff
Highly diverse management team
Mandated unconscious bias training
Diversity manifesto
Diversity employee resource groups
Team members connect in, African American, Asian-Pacific Islander, Disability, Equality Alliance, Generational, Latino, Veterans and Women's Business Resource Groups.
Hiring practices that promote diversity
Diversity recruitment program
Health Insurance & Wellness Benefits
Flexible Spending Account (FSA)
Disability insurance
Dental insurance
Vision insurance
Health insurance
Life insurance
Pet insurance
Wellness programs
Mental health benefits
Transgender health care benefits
Abortion travel benefits
Financial & Retirement
401(K)
Team members can contribute up to 75% of pay up IRS limits on a pre- or post-tax basis. Your contributions are always 100% vested.
401(K) matching
Grainger automatically contributes 6% of your eligible pay into your retirement savings plan account each pay period. This contribution is always 100% vested.
Employee stock purchase plan
You are eligible to participate in Grainger's ESPP once you have completed at least 90 days of service and are regular full-time or regular part-time, scheduled to work at least 20 hours a week.
Performance bonus
Charitable contribution matching
For every $1 a team member donates to charity, Grainger amplifies that impact with a $3 matched donation.
Child Care & Parental Leave Benefits
Generous parental leave
Family medical leave
Adoption Assistance
Grainger supports team members and their families who are in the process of adopting by reimbursing up to $6,000 per adoption for eligible expenses.
Return-to-work program post parental leave
Fertility benefits
Vacation & Time Off Benefits
Generous PTO
Paid volunteer time
Paid holidays
Flexible time off
Bereavement leave benefits
Office Perks
Commuter benefits
Company-sponsored outings
Free snacks and drinks
Beverages and coffee on demand in our downtown locations.
Onsite office parking
We offer employees discounted parking rates at our Chicago office locations.
Relocation assistance
Mother's room
Onsite gym
Professional Development Benefits
Job training & conferences
Tuition reimbursement
Our tuition reimbursement plan covers the first $5,250 per year towards a degree program. Amounts that exceed $5,250 are reimbursed at 50% and there is no program maximum.
Lunch and learns
Promote from within
Mentorship program
Continuing education available during work hours
Online course subscriptions available
Customized development tracks
Paid industry certifications
Personal development training

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