Job Description

AAA is hiring for an Incentive Compensation Analyst to join our team! This position is an internal consultant to HR Business Partners and business leaders and provides guidance on pay decisions, policy and guideline interpretation, market trends, and compliance/governance topics. This role communicates compensation philosophy, structure and practices, and ensures alignment with business goals, employee retention needs, and company recruitment efforts. Our ideal candidate will have experience with sales compensation design. Why AAA? At AAA, we provide a reliable and supportive work environment with opportunities for career growth. To the selected candidate we offer: Work-Life Balance: Hybrid Schedule: This position offers a hybrid schedule and will work on-site in Wilmington 2-3 days a week Holidays : Celebrate eight paid holidays throughout the year. Generous Paid Time Off : Accrue 3+ weeks of paid time off during your first year. Volunteer Time Off : Make a difference in your community with paid time off to volunteer. Rewards and Benefits: ~ Compensation: Competitive annual salary, dependant on experience + eligiblity for annual bonus and annual merit increase ~ AAA Premier Membership : Enjoy complimentary AAA Premier level membership benefits. ~ Health & Life Insurance : Take care of your health with our comprehensive benefits package. ~ Tuition Reimbursement : Invest in your future with our tuition reimbursement program. ~401(K) Plan : Save for your retirement with our employer match, up to 7%. What You'll Do: Support plan design and financial forecasting for sales and operational incentive plans. This position works closely with cross-functional partners in Human Resources Finance, Operations, and Technology: Participate in helping shape our incentive compensation strategy and performance metrics. Ensure accurate forecasting and budgeting of incentive costs. Participate in review / audit of payout calculations. Analyze incentive program performance to identify trends, assess effectiveness on behaviors and ROI, and provide actionable insights that drive improvements in compensation strategy. Partner with leadership to present recommendations and influence compensation strategies. Ensure currency, accuracy, and distribution of plan documents and communication materials. Participate in implementing and administering compensation and incentive programs across the organization. Serve as an internal consultant/compensation subject matter expert to HR Business partners and leadership for assigned business lines: Provide advice on pay decisions, policy, and guideline interpretation. Research, collect, and analyze data to determine appropriate grade level and title for proposed new jobs and re-evaluations of current jobs, balancing both market and internal equity. Partner with the business and finance partners to estimate the cost impact of proposals. Work with business lines to update and maintain current job descriptions. Determine FLSA exemption status for newly created jobs or existing jobs with a change to content. Review compensation data changes in HRIS system for accuracy and approve for payroll processing. Participate in designing, coordinating, and presenting training sessions/presentations on compensation-related topics. Participate in annual and interim updates to annual bonus plans (ABP) and variable pay plans (VPP). Assists in market analyses to identify competitive practices and trends. Models and estimates costs of recommendations: Participate in completing and reporting on salary and work practices surveys. Load survey data into PayFactors. Analyze results to ensure equity and competitiveness of all jobs. Participate in developing the annual merit budget, job changes and market adjustment budget, changes to geographic differentials, and salary range movement recommendations. Make recommendations on surveys to purchase. Assists in the analysis, implementation, and delivery of various Compensation and HR projects, including performance management, reporting, mergers and acquisitions, career infrastructure, etc., Participate in developing, reviewing, and recommending appropriate changes to compensation related policies. Assist in the development of the annual merit matrix. Responsible for carrying out the day-to-day functions of the Common Review process, including conducting a supervisor audit, ensuring managers’ recommendations are within guidelines, and that necessary signatures are acquired. Import the Common Review increases and performance ratings into the HRIS system . Work and help lead integration acquisition activities for compensation related items. Maintain historical archives and change management logs, for example for job evaluations/decisions, FLSA testing, job codes, etc. Responsible for the maintenance, accuracy, and reporting in HRMS (Workday). Create new job codes and inactivate old job codes. Maintain job documentation databases and tables. Update and maintain data on geographic differentials. Utilize the HRIS system to run compensation related reports and extract data for analysis. Create, test, and load EIBs for mass changes. Mitigate risk and ensure intended outcomes of programs/policies by conducting regular audits. Ensure foundational principles for the assessment and assignment of FLSA status and compliance remain current with developing trends. Routinely audit employee population for FLSA exemption compliance. Conduct regular audit of colleague pay for compliance with minimum rate regulations and ensure compliance with local, state, and federal law. At the direction of attorney, utilize detailed statistical analysis and tools to assure an environment of fair pay. Minimum Qualifications: Bachelor’s degree in Human Resources, Business, Finance or related discipline. 3-5 years of applicable compensation experience, preferably within a mid to large size and matrixed environment. Certified Compensation Professional (CCP), Professional in Human Resources (PHR), or other related designation preferred plus. Understanding of federal and state laws and regulations regarding compensation practices and HR policies/procedures. Strong computer skills (Word, Excel, PowerPoint, HRMS, reporting). Ability in Excel to perform V-Lookups, create pivot tables and databases, formulate cells, create graphs, etc. Workday and PayFactors experience a plus. Strong logical and analytical skills. Strong communication and interpersonal skills, including the ability to create presentations and deliver complex information to a variety of different levels of HR and business partners. Ability to speak or write persuasively. Ability to coach HR Partners and management regarding compensation guidelines and recommendations. Strong math and analytical skills with attention to detail. Proven ability to organize, manage and prioritize workload. Ability to work both as a member of a team and independently. ACA is an equal opportunity employer and complies with all applicable federal, state, and local employment practices laws. At ACA, we are committed to cultivating a welcoming and inclusive workplace of team members with diverse backgrounds and experiences to enable us to meet our goals and support our values while serving our Members and customers. We strive to attract and retain candidates with a passion for their work and we encourage all qualified individuals to apply. It is ACA’s policy to employ the best qualified individuals available for all positions. Hiring decisions are based upon ACA’s operating needs, and applicant qualifications including, but not limited to, experience, skills, ability, availability, cooperation, and job performance.

Job Tags

Holiday work, Interim role, Local area, 2 days per week, 3 days per week,

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