ZipRecruiter

Log In

1

Financial Compensation Analyst Jobs in Delaware (NOW HIRING)

AAA Mid Atlantic

Compensation Analyst

Wilmington, DE · On-site

$65K - $94K/yr

The Compensation Analyst position supports the design, implementation, and administration of ... Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field required ...

Bayhealth

Physician Compensation Analyst

Dover, DE · On-site

The Physician Compensation Analyst conducts data collection and analysis involved in making ... Bachelor's degree in Human Resources, Finance, Business, or Healthcare related field * Credential(s)

Capital One

Senior Financial Analyst

Wilmington, DE · On-site

$83K - $103K/yr

Senior Financial Analyst The Financial Analyst Team in Enterprise Supplier Management supports all ... This role is also eligible to earn performance based incentive compensation, which may include cash ...

Solenis

Sr FP&A Analyst

Wilmington, DE · Hybrid

$84K - $124K/yr

... Analyst you will play a critical role in strengthening financial discipline across plant operations ... That is why we offer competitive compensation, comprehensive benefits which include medical, dental ...

Solenis

Sr FP&A Analyst

Wilmington, DE · On-site

$84K - $124K/yr

... Analyst you will play a critical role in strengthening financial discipline across plant operations ... That is why we offer competitive compensation, comprehensive benefits which include medical, dental ...

next page

Showing results 1-20

All JobsFinancial Compensation Analyst JobsFinancial Compensation Analyst Jobs in Delaware

Financial Compensation Analyst information

What does a financial compensation analyst do?

A Financial Compensation Analyst is responsible for analyzing, developing, and administering a company's compensation programs, such as salaries, bonuses, and incentives. They ensure that compensation practices are competitive, fair, and comply with legal requirements. Their work involves researching market trends, conducting salary surveys, and providing recommendations to management on pay structures and policies. The goal is to attract, motivate, and retain talent while maintaining the organization's financial health.

What are the key skills and qualifications needed to thrive as a financial compensation analyst, and why are they important?

To thrive as a Financial Compensation Analyst, you need strong analytical skills, knowledge of compensation theory, and a background in finance, accounting, or human resources, often supported by a relevant degree. Proficiency in Excel, HRIS systems, and compensation benchmarking tools, as well as certifications like CCP (Certified Compensation Professional), are commonly required. Attention to detail, strong communication abilities, and discretion with sensitive data are essential soft skills for this role. These skills and qualities are crucial for accurately evaluating compensation strategies, ensuring compliance, and supporting organizational competitiveness in talent management.

What are some common challenges faced by financial compensation analysts, and how can they be addressed on the job?

Financial Compensation Analysts often encounter challenges such as managing large volumes of sensitive data, keeping up with evolving compensation trends, and ensuring compliance with relevant regulations. To address these, analysts typically use specialized HR and compensation software, collaborate closely with HR and finance teams, and participate in ongoing professional development. Proactive communication and analytical skills are key to providing accurate pay recommendations and supporting fair compensation practices.

What is the difference between Financial Compensation Analyst vs Compensation Analyst?

AspectFinancial Compensation AnalystCompensation Analyst
Required CredentialsBachelor's in Finance, HR, or related field; certifications like CCP or CBPBachelor's in HR, Business, or related; certifications like CCP or CBP
Work EnvironmentFinance departments, corporate offices, consulting firmsHR departments, corporate offices, consulting firms
Employer & Industry UsageFinancial services, corporate finance, consultingHuman resources, corporate, consulting
Common Search & ComparisonYesYes

The main difference between a Financial Compensation Analyst and a Compensation Analyst lies in their focus areas. Financial Compensation Analysts typically work within finance or corporate finance departments, emphasizing the financial impact of compensation strategies. Compensation Analysts focus on HR and employee compensation programs. Both roles require similar certifications and often operate in similar environments, but their primary focus and industry usage differ slightly.

Is a financial compensation analyst a good career?

A financial compensation analyst is a valuable role that involves analyzing salary data, benefits, and compensation structures to ensure competitiveness and compliance. The job typically requires strong analytical skills, proficiency with spreadsheets and compensation software, and often a background in finance or human resources. It offers opportunities for career growth in finance and HR departments, with a stable demand across various industries.

What are popular job titles related to Financial Compensation Analyst jobs in Delaware?

For Financial Compensation Analyst jobs in Delaware, the most frequently searched job titles are:

What job categories do people searching Financial Compensation Analyst jobs in Delaware look for?

The top searched job categories for Financial Compensation Analyst jobs in Delaware are:

What cities in Delaware are hiring for Financial Compensation Analyst jobs?

Cities in Delaware with the most Financial Compensation Analyst job openings:

Financial Compensation Analyst jobs near you

Compensation Analyst

AAA Club Alliance, Inc.

Wilmington, DE • On-site

$65K - $94K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 5 days ago

AAA Club Alliance rating

7.1

Company rating: 7.1 out of 10

Based on 47 frontline employees who took The Breakroom Quiz

251st of 311 rated insurance

Job description

AAA Club Alliance is seeking a Compensation Analyst to join our HR team in Wilmington! The Compensation Analyst position supports the design, implementation, and administration of compensation programs to ensure internal equity, external competitiveness, and compliance with applicable regulations. This role conducts market analyses, evaluates job classifications, and provides data-driven insights to guide compensation decisions and support organizational talent strategies.
What We Offer:
As part of our team, you'll enjoy a total rewards package designed to support your well-being, growth, and work-life balance. Our package includes:
  • Competitive annual salary; the starting base compensation for this position is: $65,059-$94,783*
  • Annual Bonus Eligibility
  • Hybrid schedule (3 days on-site weekly)
  • Comprehensive health benefits package
  • Generous accrued paid time off + 8 paid holidays
  • 401(K) plan with company match up to 7%
  • Professional development opportunities and tuition reimbursement
  • Paid time off to volunteer & company-sponsored volunteer events throughout the year
  • Other benefits include a free AAA Premier Membership, Health & Wellness Program, Health Concierge Service, Life Insurance and Short Term/Long Term Disability

* The base pay range shown is a guideline for compensation and ultimate salary offered will be based on factors such as applicant experience and geographic location.
Primary Responsibilities:
  • Partners with business lines to develop and update job descriptions.
  • Serves as an internal consultant/compensation subject matter expert to business lines. Provides advice on pay decisions, variable pay strategy, policy and guideline interpretation.
  • Performs job evaluations using market data from compensation surveys. Recommend pay grade to business lines and HR Business partners ensuring internal equity.
  • Leads the Common Review process: conducting a supervisor audit, ensuring managers' recommendations are within guidelines and necessary signatures are acquired; import the Common Review increases and performance ratings into the HRIS system; new manager training via Web-ex and job aids
  • Leads the Annual Bonus Plan process: audits eligibility; launches plan in Workday ensuring system parameters are current; coordinates scorecards and ensures Associates are mapped correctly; works with Finance to ensure payouts are calculated correctly.
  • Assists in the development of the annual merit matrix.
  • Reviews changes to business line variable pay plans; work with assigned business groups to ensure plans are market competitive.
  • Performs FLSA exemption tests to ensure compliance with federal and state law. Maintain audit trail.
  • Utilizes the HRIS system to run compensation related reports and extract data for analysis.
  • Reviews compensation data changes in HRIS system for accuracy and approve for payroll processing
  • Maintains and administers compensation guidelines for internal compensation practices. Develops, reviews, and recommends appropriate changes to compensation related policies.
  • Completes salary surveys. Makes recommendations on surveys to purchase.
  • Gathers data to be used to develop the annual merit budget and salary range movement recommendations.
  • Works and helps lead integration acquisition activities for all compensation related items.
  • Updates and maintains data on geographic differentials; make recommendations for zone changes.
  • Maintains logs for job evaluations, FLSA testing and job codes.
  • Creates job codes in HRIS system.
  • Conducts minimum wage audits to ensure compliance with state and federal law.
  • Works on special projects as assigned.
  • Other duties as assigned.

Minimum Requirements/Qualifications:
  • Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field required (Master's degree or MBA is a plus). Equivalent combination of education, technical training, and experience may be considered in lieu of degree.
  • Minimum 3 years of applicable compensation experience, including compensation surveys, job evaluation methodologies, etc. Demonstrated experience in the design, analysis, and administration of variable compensation programs, including sales incentive plans, bonus structures, and other performance-based pay models required.
  • Certified Compensation Professional (CCP) designation preferred.
  • Workday experience preferred.

Knowledge, Skills and Abilities:
  • Ability to provide objective guidance to management on compensation guidelines and recommendations.
  • Strong communication and interpersonal skills, including the ability to present complex information in writing or group presentations.
  • Strong analytical and quantitative skills with attention to detail.
  • Ability to speak or write persuasively.
  • Proven ability to organize, manage and prioritize workload.
  • Strong computer skills (Word, Excel).
  • Familiarity with compensation tools and market pricing platforms.
  • Knowledge of compensation laws and regulations (e.g. FLSA, wage transparency, etc.).
  • Ability to work independently and as a member of the team, as well as collaborate cross-functionally.

Full time Associates are offered a comprehensive benefits package that includes:
  • Medical, Dental, and Vision plan options
  • Up to 2 weeks Paid parental leave
  • 401k plan with company match up to 7%
  • 2+ weeks of PTO within your first year
  • Paid company holidays
  • Company provided volunteer opportunities + 1 volunteer day per year
  • Free AAA Membership
  • Continual learning reimbursement up to $5,250 per year
  • And MORE! Check out our Benefits Page for more information

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 Category:
Human Resources

What AAA Club Alliance employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply