Aramark Uniform & Career Apparel LLC Hiring for HR Compensation Analyst at Burbank, CA Full Time

Overview:
The Compensation Analyst is responsible for partnering with HR and Talent acquisition professionals to provide analysis, process management, administration, and expertise. Collaborating cross functionally, this role will be integral for supporting compensation programs. This will include providing consulting and operational support (job evaluations, market pricing, etc.) for an assigned business area.

Primary Responsibilities:
Conduct market pricing analyses to establish base pay and total cash compensation recommendations for the business unit clients.

Partner with HR and Talent Acquisition professionals to provide compensation solutions to strategic initiatives.

Assist with the annual salary planning process which includes evaluation and validation of merit recommendation and annual bonus payments.

Update compensation design work relating to salary structures, hourly wage guidelines and geographical differentials. Analyze data and make recommendations for implementation of new or enhancement of existing programs to department lead.

Support the business with one or more specific areas of compensation focus. For example, route or production compensation; sales compensation; service-related jobs compensation; staff job compensation.

Communicate and coach compensation related policies and practices where applicable.

Conduct and participate in salary surveys to obtain market salary information. Responsible for maintenance of compensation market database (currently “Market Pay”).

Assist in documenting Incentive Plans for specific areas of the business. Coordinate with Leadership, finalize incentive plans and assist as needed with communications to employees.

Maintain, update and possibly develop monthly, quarterly or annual compensation reports.

Contribute to special projects, as they arise. Projects may include job title alignment, bonus / incentive plan analysis and proposals, automation of compensation processes, training and presentations to business unit clients, cost modeling, minimum wage and FLSA analysis.

May assist in other related areas of Human Resources, such as Benefits, HRIS, or Performance Management.

Perform other duties as required or assigned which are reasonably within the scope of the activities enumerated above.

Working Environment:
No special physical requirements for this position. Position is currently remote (work from home).

Minimum Specifications:
Education: Bachelor’s degree in related field or equivalent experience, is preferred. Continuing education in HR and/or Compensation.

Experience: Two to three years progressive compensation experience in multiple state environment

Knowledge/Skills and Experience:
Strong analytical and research skills.

Intermediate level Excel skills.

Excellent communication skills, both verbal and written.

Excellent computer skills including MS Office (Excel, Word, PowerPoint)

Experience with HRIS Systems, preferably UKG

Obtained World at Work CCP or working toward, preferred.

Aramark does not provide visa or other sponsorship for this position.

Benefits: Aramark offers a wide array of comprehensive benefit programs and services including medical, dental, vision, short and long-term disability, basic life insurance, and paid parental leave. Employees are able to enroll in the company’s 401k plan. Employees are eligible for 80 hours of vacation, 16 hours of floating holidays, and paid sick time every year. Employees will also receive 9 paid holidays throughout the calendar year.

Compensation: The salary rate for this position ranges from $70K to $75K, depending on circumstances including an applicant’s skills and qualifications, certain degrees and certifications, prior job experience, market data, and other relevant factors.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)