Temporary Compensation Analyst

Summary:

The Temporary Compensation Analyst plays a critical role at the ASPCA, providing technical and analytical support to the Compensation sub-team on the People Team.

Who We Are

Our People ARE the ASPCA. The People Team (HR) at the ASPCA enables the organization to thrive by empowering and valuing every team member and providing an exceptional workplace across our varied disciplines. To make the greatest impact on animals, we must support the people who do the work, so our staff feel investment from the organization and can effectively prioritize and engage with our mission, work together, and develop the skills and capabilities necessary to achieve our goals. With engaged and committed staff, we can successfully serve the ASPCA’s guiding vision that animals in the United States live good lives; valued by society, protected by its laws and free from cruelty, pain and suffering.

About this Temporary Opportunity

• The target hiring range for this role is based on the geographic location of the temporary worker. You can view which zone applies to you based on your location (aspca.app.box.com/v/aspcazonetable). Zone 1: $28.85 - $30.77; Zone 2: $31.73 – $34.13; Zone 3: $35.10 - $37.50
• This is a 24 -32 hour/week, part-time, opportunity that we anticipate will begin in March and end in October 2026.
• The individual selected for this temporary assignment will be employed by a third party and not a direct employee of the ASPCA.
• This remote-based position is open to all eligible candidates based within the United States.
• Schedules are subject to change as needed by the ASPCA.

Responsibilities:

Responsibility buckets are listed in general order of importance, and include but are not limited to:

Compensation Analysis

• Recommend new hire salary offers and pay rate changes for promotions/transfers/salary adjustments through our position evaluation process, based on internal peer positioning and market analysis, for staff

• Collaborate on internal and external research and analysis (e.g. position evaluations, reclassification evaluations, and exempt and non-exempt determinations).

• Perform internal compression analyses

• Analyze ASPCA data for the purpose of contributing to external compensation/salary surveys

• Deliver timely and quality customer service to employee compensation and time-tracking inquiries

• Serve as a back-up on timely collection of Wage Theft Protection Act (WTPA) forms, and any other ongoing compliance efforts, as needed

Compensation and Payroll Administration

• Provide timely Workday time tracking support to staff and managers

• Support in identifying and correcting payroll discrepancies due to compensation or time tracking errors

• Ensure that all Workday changes are transmitted to payroll on a weekly basis including specific to new hires, departures, merit increases, compensation adjustments, and bonuses

• Provide support in the implementation and ongoing administration of compensation systems including the maintenance of complete compensation history, job description storage, developing and maintaining job profiles and new positions in Workday, as needed

• Coordinate and provide general administrative support to the Compensation team as needed

• Support Senior Compensation Analyst, Senior Director, Compensation and Vice President, People on special projects and ad-hoc reporting as needed

Compensation Communications and Resources

• Contribute to the development of new tools (e.g. job aids), approaches, and improved processes pertaining to compensation, position evaluation, and related topics.

Education and Work Experience

• High school diploma, GED, or equivalent professional experience required

• At least 4 years of professional work experience with at least 2 years’ experience working in a compensation function

• Experience with Workday or other HRIS database systems strongly preferred

• World at Work Membership or Society for Human Resource Management preferred

• CCP certification a plus

• General compensation knowledge including compliance with state and or federal laws as well as the administration of our compensation program, including union and non-union employees

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