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