Who We Are:At Brooks, we believe a run can change a day, a life, the world. Everyone who works here is a key part of our obsession to make the best running gear on the planet.We want our business which also happens to be our passion to be a place where everyone feels welcome and comfortable being themselves. Our company culture defines us, bonds us together, and drives our success. We live this culture daily through our brand values: Runner First, Word is Bond, Champion Heart, There is no I in Run, and Keep Moving. This means we always solve for the runner, do what we say we will, give it our all, are generous with our humanity, and find a way to keep moving every day, because joy is kinetic.
Are you ready to help create something extraordinary?
Your Role:As a Compensation Analyst, you will work with the Compensation team and broader HR to drive Brooks’ global compensation programs. Your role is key to Brooks’ efforts to attract, retain, and engage the best talent to propel Brooks to achieve goals and execute on business priorities.You are comfortable with data and analysis and adhere to consistency and process. You can think outside the box to identify equitable, sustainable and scalable solutions for ambiguous or newly introduced scenarios. You will prepare compensation analyses and perform processes to ensure that compensation decisions are made objectively, in a streamlined manner with relevant market data and in line with Brooks compensation philosophy and priorities. With clear information and thoughtfully designed processes, this work will inform business leaders to make the most effective and equitable compensation decisions for our employees. You will play a key role in driving our efforts to progress the company towards greater transparency in compensation decisions and our compensation philosophy.Responsibilities: - Compensation Analysis amp; Pay Equity
- Perform compensation analyses to determine the pay range for new positions and regularly refresh analyses and recommendations for current positions with the latest market data.
- Partner with the HRBP and Recruiting teams to set fair, equitable, consistent, and competitive pay for open requisitions and review offers to candidates.
- Review and educate on pay equity practices at Brooks support recruiting, HRBPs and managers in maintaining equity at offer and annual compensation increase cycles.
- Review job descriptions (JD’) for your clients to ensure the job written reflects the intention behind the role. Work with leaders and HRBPs to understand jobs, edit JDs and pull accurate market data. Demonstrate the ability to consider the broader department and team when reviewing JD’s.
- Maintain the database housing the compensation analyses linking jobs to relevant market data and identify opportunities to streamline data integration with surveys and Workday. Partner with other members of the Compensation team to ensure consistency in approach.
- Participate in third party compensation surveys to obtain up-to-date market data and inform salary budgets and range movement.
- Keep up-to-date on compensation regulations, trends and practices to identify new opportunities to innovate and drive competitive compensations practices at Brooks
- Play a key role in the annual merit process; work with HRBPs to review merit proposals, and promotions for pay equity and accuracy.
- Business Support amp; Education
- Serve as the compensation go-to for the teams you support across the business; partner with HR cross functional teams to connect compensation programs to all aspects of the Brooks employee experience.
- Educate managers on compensation practices at Brooks, and guide both managers and employees through annual compensation processes as appropriate. Support leaders in building an in-depth understanding of pay equity and how it impacts pay decisions.
- Meet with business leaders when conducting compensation analyses -, work through job descriptions, leveling decisions, etc. Discuss options, educate, influence.
- Contribute to compensation projects and/or conduct analysis to support the business with various priorities, and provide in-depth, equitable and intentional options to determine the optimal solutions.
- Compensation Program and Process Improvements
- Stay informed around best practices in the fields of compensation, benefits, rewards, performance management, and related fields.
- Possess an understanding, and maintain knowledge of all applicable federal, state, and local regulations and compliance requirements that impact pay programs, including but not limited to FLSA, minimum wage, and compensation disclosure regulations. Develop plans and recomm