Total Rewards Analyst

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Job Summary

Detail-oriented and analytical Total Rewards Analyst to support our compensation, benefits, and payroll programs. This role will help ensure employee programs and related data are administered accurately, consistently, and efficiently.

This position requires strong analytical skills, an interest in Total Rewards, and the ability to work collaboratively with Human Resources, Payroll, Finance, employees, and external vendors. This is an HR professional role that will expands experience across multiple areas of Total Rewards.

Compensation 

• Support annual merit, general wage increase, incentive, and compensation-planning processes. 

• Conduct market pricing and assist with job evaluations, salary-grade reviews, and compensation recommendations. 

• Prepare compensation reports, market position, and budget utilization. 

• Review compensation changes for accuracy and alignment with established guidelines. 

• Assist with compensation survey participation and maintain supporting documentation. 

Benefits 

• Support the administration of health and welfare, retirement, leave, disability, and wellness programs. 

• Assist employees with enrollment, eligibility, coverage, claims, and vendor-related questions. 

• Reconcile benefit enrollment, eligibility, deduction, and vendor data. 

• Support annual enrollment, benefit renewals, employee communications, audits, and required reporting. 

• Work with benefit consultants, carriers, and administrators to resolve routine issues. 

Payroll 

• Function as backup to review and validate compensation changes, benefit deductions, incentive payments, and other payroll inputs. 

• Research routine payroll discrepancies and coordinate necessary corrections. 

• Support payroll audits, year-end activities, and recurring reporting. 

• Escalate complex payroll tax, wage-and-hour, garnishment, or jurisdiction-specific matters. 

Reporting and Total Rewards Operations 

• Prepare recurring and ad hoc reports related to compensation, benefits, payroll,  and workforce costs. 

• Review data for accuracy and identify missing, inconsistent, or unusual information. 

• Maintain reports, dashboards, process documentation, employee communications, and audit records. 

• Respond to routine employee, manager, and HR partner questions. 

• Support Total Rewards projects, system implementations, vendor transitions, and process improvements. 

• Maintain the confidentiality of employee and company information. 

What You Will Bring 

Required Qualifications 

• Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, Data Analytics, or a related field, or an equivalent combination of education and relevant experience. 

• Two to four years of experience in compensation, benefits, payroll, HR operations, HRIS, Finance, or a related analytical role. 

• Experience working with confidential employee, compensation, benefits, or payroll information. 

• Proficiency in Microsoft Excel, including formulas, lookups, pivot tables, filters, and data reconciliation. 

• Strong analytical, organizational, and problem-solving skills. 

• High attention to detail and commitment to data accuracy. 

• Ability to manage multiple priorities and meet recurring deadlines. 

• Effective written, verbal, and customer-service skills. 

• Ability to work independently within established guidelines and escalate complex matters appropriately. 

Preferred Qualifications 

• Experience supporting more than one Total Rewards discipline. 

• Experience with Workday or another human capital management system. 

• Experience working in a multi-location, manufacturing, or global organization. 

• Experience with compensation surveys, benefit administration, payroll systems, or reporting tools. 

• Progress toward a compensation, benefits, payroll, or HR certification. 

What Success Looks Like 

• Compensation, benefits, and payroll activities are completed accurately and on time. 

• Reports, reconciliations, and employee transactions are reliable and well documented. 

• Employee and HR partner questions are addressed promptly and professionally. 

• Data discrepancies are identified, investigated, and resolved. 

• Annual compensation and benefit processes are supported successfully. 

• Practical opportunities to improve processes, controls, and data quality are identified. 

Career-Level Expectations 

This is a Professional Intermediate, individual-contributor position. The successful candidate will: 

• Apply developing professional knowledge across compensation, benefits, and payroll activities. 

• Handle routine and moderately complex assignments. 

• Work with moderate supervision and increasing independence. 

• Exercise judgment within established policies and procedures. 

• Recommend practical solutions and escalate high-risk or highly complex matters. 

• Contribute primarily to operational and team objectives. 

• Have no direct people-management responsibilities. 

In this role, you will gain broad exposure to Total Rewards while contributing to programs that directly affect the employee experience. You will work with knowledgeable partners across the organization, develop expertise in compensation, benefits, payroll, and analytics, and help improve the processes that support our employees.

Austin Powder is an Equal Opportunity and Affirmative Action Employer and is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law. Austin Powder also participates in E-Verify.

This contractor and subcontractor shall abide by the requirements of 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, national origin, and for inquiring about, discussing or disclosing compensation. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.