JOB SUMMARY:

This position will participate in and support the design, development, implementation, compliance, administration and communication of compensation programs at Gerdau Ameristeel.  This position will assist in managing North American compensation programs by conducting job and pay analysis, interpreting data, assisting in the design and implementation of variable pay programs, making compensation recommendations, as well as consulting with and providing guidance to leadership and managers in partnership with HR Managers.  This position will support the full range of customer groups/business units including Corporate customers, Mill locations, Downstream business groups as well as Recycling sites.

DIMENSIONS:

1)      Supervisory responsibilities:  May assist to train and/or support other Compensation Analysts on the team on occasion

2)      Budgetary responsibilities:  None

NATURE AND SCOPE:

• Job Analysis: Conduct job evaluations, including analyzing job descriptions for appropriate grade, level, title, total compensation package, and FLSA status.


• Market Pricing: Participate in and analyze results of salary surveys. Determine appropriate job matches and provide requested data. Assess geographic differentials.


• Salary Surveys: Compile data for survey submissions. Assist in evaluating the value of salary surveys for the organization.


• Compensation Expertise: Advise managers and HR Managers on organizational and compensation issues.


• Annual Review: Play a key role in administering the annual merit and bonus cycle as well as assist in the hourly pay increase process.  Compile market data, model and analyze varieties of cost scenarios.


• Financial Analysis: Create models and analyze cost changes to programs or the implementation of new Compensation or variable pay programs.


• Reporting: Design business reports to capture key compensation metrics and trends.


• Other Programs/Projects: Act as a lead and support special compensation projects and cross-functional HR initiatives as needed, including but not limited to the pay for performance process, analysis in support of Compensation related matters for union negotiations, Compensation metrics reporting, departmental reorganizations, preparing presentations for all levels of management or employees within the organization, assist with HRIS needs related to Compensation related system needs.

PRINCIPAL ACCOUNTABILITIES:

1.      Partner and collaborate with HR Managers and managers in evaluating and analyzing compensation related topics such as, but not limited to, job evaluation and analysis, department re-organizations, pay equity issues, market pricing and competitive pay review, FLSA or regulatory requirements.

2.      Manage projects such as survey selection, participation and analysis; compensation integration for mergers and acquisitions; large market pricing or re-organization projects; variable pay program design and roll out; Compensation related union negotiation support.

3.      Lead and play a key role in annual compensation programs such as the merit and bonus award process, long term incentive / equity based award administration, hourly pay increases, and salary structure and pay line analysis.

4.      Partners with HRIS and IT staff to ensure that the HRIS meets compensation’s needs and is updated to reflect changes to salary structures, bonus programs, etc.  Works closely with HRIS to ensure Compensation data integrity.

5.      May assist hiring manager with editing or development of job descriptions.

6.      Proactively identifies compensation challenges/opportunities and recommends creative, acceptable solutions and strategies to resolve challenges and/or capitalize on opportunities.

7.      Participates in the development and delivery of compensation training.