Chesapeake Utilities Corporation

Career Opportunity

Compensation Analyst

Location: Remote within service area states of DE, PA, MD, OH, VA, NC, FL, GA

What makes us great..

At the heart of our Company is a dedication to delivering energy that drives progress. We put people first, work to keep them safe and build trusting relationships.

Your role in our success:

This position is responsible for compensation administration and compliance for all business units related to base salary, incentive pay, overtime pay and all other compensation for employees. Assists compensation manager with the submission of merit increases to senior officers and submits to payroll for processing. Conducts salary surveys annually to determine pay increase benchmarks. Conducts compensation studies to determine job title, grade and salary range for all new and revised job positions. Responsible for communicating industry best practices and recommendations for any changes.

What you’ll be working on…

• Assists, monitors and audits the effectiveness of all existing compensation policies, guidelines and procedures for all business units within Chesapeake.

• Provides advice and guidance to HR Business Partners and Business Units on pay decisions, policy interpretation and job evaluation, to include the design of creative solutions to specific compensation-related programs.

Conducts annual salary surveys to determine alignment in salary structure and annual increases

• -determines movement of salary grades and making adjustments when necessary.

• Annually, communicates with people leaders regarding the process and timing of performance review ratings and correlation to salary increases; submits a draft spreadsheet of all increases to senior officers for final approval; advises

• Reviews job descriptions ensuring that essential functions accurately reflect the position requirements; collaborates with managers and HR Business Partners on changes necessary for compliance.

• Conducts compensation studies for all new and revised job descriptions to determine job title, grade and status of FLSA exempt or non-exempt.

• Assists the compensation manager with delivering the TIP and all other incentive programs, to include, short-term and long-term incentives for officers, and all other compensation programs.

• Reviews all compensation programs, including commission programs, for compliance and consistency.

• Advises the collective bargaining agreement management negotiation team on all compensation related negotiations. Processes negotiated salary increases, step increases and obtains proper sign offs from business unit leaders in accordance with the CBA.

• Assures organizational compliance with federal, state, and local compensation laws and regulations, to include, the Fair Labor Standards Act (FLSA) and the Employee Retirement Income Security Act (ERISA); assists payroll with the preparation of reports and/or applications required by federal and state law, to include, the IRS, DOL, and any other regulatory agencies.

• Performs other relevant duties assigned by the compensation manager and/or Director of HR Operations

Who you are...

• Baccalaureate Degree in Human Resources or related field.
• Three (3) years of experience in compensation/salary studies
• Certified Compensation Professional (CCP)
• Possess extensive knowledge related to laws and regulations related to compensation; i.e., FLSA and ERISA.
• Application of advanced skills with the use of the Microsoft Office suite, to include, Word, Power Point, Excel. Mathematical aptitude and critical thinking skills are required.
• Essential that abilities include effective interpersonal skills, advanced verbal and written communication skills, and ability to collaborate effectively with all levels of leadership within the organization.
• Ability to understand opposing points of view on highly complex issues and to negotiate and integrate different viewpoints.
• Ability to organize and prioritize own work schedule on a short-term basis (day-to-day, week-to[1]
• Ability to make decisions which have impact on the immediate work unit.
• Ability to compose materials such as detailed reports, work-related manuals, and make presentations outside the immediate work area.
• Ability to compute, analyze, and interpret complex statistical data and develop forecasts and computer models.

Where you'll be working...

• Remote work from home environment with some weekend work as needed to meet project deadlines.

Benefits/what’s in it for you?

• Flexible work arrangement
• Competitive base salary
• Fantastic opportunities for career growth
• Cooperative, supportive and empowered team atmosphere
• Annual bonus and salary increase opportunities
• Monthly recognition events
• Endless wellness initiatives and community events
• Robust and customizable benefit packages-choose what works best with your life. Options include generous 401k, medical, dental and life insurance, tuition reimbursement, compensated volunteer hours and MORE!
• Paid time off, holidays and a separate bank of sick time!

Chesapeake Utilities Corporation is an equal opportunity employer committed to creating a diverse workforce. We consider all qualified applicants without regard to race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability or veteran status, among other factors. Applicants with a disability that need assistance applying for a position may email [email protected] or Ruth Warner, Director, Human Resources Operations at [email protected].

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)