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Intermediate Compensation Analyst

Clayton Homes

Clayton Homes

Marketing & Communications, IT
Maryville, TN, USA
Posted on Thursday, November 9, 2023


The Intermediate Compensation Analyst participates in the analysis, design, and administration of Clayton’s compensation program, including base pay and incentive pay programs as well as providing pay adjustment recommendations for support and professional Team Members. This role focuses on the day-to-day functions of the company’s compensation practice (strong focus on job evaluations), assists with team initiatives (e.g., annual merit, salary structure administration, incentive plan design) and works on a variety of projects and assignments. The Intermediate Compensation Analyst works mostly independently in applying compensation knowledge to execute the primary functions of this role and support senior team members and leadership to achieve the team’s goals.

Duties and responsibilities:

  • Provide effective consultation on compensation topics to leaders throughout the organization; responds to inquiries and requests from leaders in a timely manner, typically 1 to 2 business days for initial response; apply compensation strategy, compensation program, job evaluation, and job architecture best practices and principles to guidance.

  • Evaluate and provide recommendation for new hire salary offers and/or promotional increases in line with compensation strategy.

  • Review and analyze internal and external data to develop pay recommendations, advising managers on individual pay decisions to ensure consistency, equity and competitiveness.

  • Communicate with senior team members regularly; keep them apprised of outcomes, resolutions, and relevant communications; offer timely information and feedback.

  • Applies solid foundational knowledge of DOL and FLSA wage and hour regulations (e.g., minimum wage, overtime, pay transparency, exemption classifications) to compensation work; review FLSA recommendations with senior team members.

  • Assist in design, implementation, and maintenance of compensation functionality in Workday.

  • Participate in development of compensation policies and procedures.

  • Assist with bonus plan design, documentation, and communication; support senior team members in developing compensation strategies for field operations.

  • Ensure all activities are in compliance with rules, regulations, policies, and procedures.

  • Create and/or update process and procedure documents for team as new processes or practices are implemented or existing process/practices evolve.

  • Help prepare Compensation Committee slide decks with instruction from leaders; take notes during meetings and email recap and action items.

  • Owns process for team; complete and submit compensation data to survey providers; work with senior team members to complete executive compensation survey.

  • Research options for new compensation surveys as requested; review with manager.

  • Update Clayton jobs in the compensation survey management (CSM) platform per team schedule in absence of Associate Compensation Analyst; update survey data in CSM as new data is available.

  • Review Clayton jobs without matches annually (usually summer).

  • Monitor compensation trends and identify Clayton’s position as compared to other employers using data provided in compensation surveys and other valid sources.

  • Consult with HR partners and hiring managers to evaluate new and existing jobs against market data to determine placement in job architecture, grade level, FLSA exemption status, and position level; deliver recommendations to leaders in clear and concise manner as it relates to compensation strategy.

  • Provide general overview of job architecture and job profiles to HR partner and leaders as needed; refer more complex inquiries to senior team members or leaders.

  • Review positions across business units for consistency with applicable philosophy and structures at Home Office.

  • Provide recommendations for new or reclassified roles with approval from senior compensation analyst(s) or manager; typically takes lead on less complex (e.g., support career stream) evaluations, and partners with senior team members or more complex evaluations.

  • Participate in job family reviews for departments.

  • Assist business partners who have never worked with the compensation team through the compensation review process for new and current positions.

  • Enter job evaluations into team tracker and update it with final details upon completion of review.

  • Support execution of annual merit process.

  • Gather market research and job movement data to prepare for annual merit cycle per instruction from leadership. This includes but is not limited to participating in multiple vendor pulse surveys, reaching out to Account Managers, identifying appropriate government data (ECI, CPI, PCE), running the job movement report and calculating it.

  • Advise business unit leaders navigating the merit process and may review or administer special requests.

  • Prepare annual review of position against grade level when salary structure shift occurs.

  • Audit and update merit data (e.g., job changes, promotions, and new hires during annual process).

  • Works with senior team members to draft and finalize merit communications.

  • Research moderately complex situations as they arise related to aspects of compensation and pay plans to provide clarity for resolution in consideration of compensation philosophy, historical practices, similar situations, new practices, etc.

  • Use available systems (HRIS, Compensation Management Platform) to analyze compensation data and market pay rates regularly.

  • Provide analytical support and data analysis on projects; provides analysis and recommendations for individual projects and pieces of more complex projects.

  • Assist in department audits related to job architecture, job profiles, compensation, pay transparency; may own small scale audit of reports and share findings with senior team members.

  • Share data with manager and other parties as appropriate.

  • Assist in the preparation of presentations that explain compensation data as appropriate.

  • In absence of Associate Compensation Analyst, this role will be responsible for many of those job functions and responsibilities.

  • May help train an Associate Compensation Analyst.

  • Other duties as assigned.


  • Bachelor’s degree in human resources, management, business, finance or related equivalent experience required

  • Minimum 2 - 4 years related compensation experience

  • Experience in compensation and total rewards, specifically in using compensation surveys and market data to evaluate jobs required; human resources experience preferred

  • Proficient knowledge and application in making FLSA exempt/non-exempt classification recommendations strongly preferred

  • Experience completing salary surveys preferred

  • Ability to prioritize, multi-task, manage time, and handle multiple projects successfully

  • Strong verbal and written communication skills

  • Strong interpersonal skills; ability to establish positive relationships across the enterprise and with outside vendors

  • Excellent customer service skills

  • Strong analytical skills; experience conducting research and analyzing data

  • Demonstrates initiative in completing assignments on time

  • Self-directed with ability to work autonomously on projects; ability to maintain attention to detail on multiple simultaneous projects/priorities

  • Effective problem solving skills

  • Competent MS Excel skills

  • Effective collaborator; thrives in a team-oriented environment and proficient at working closely with diverse, professional teams

  • Life-long learner; ability to learn and grow in a feedback culture

  • Ability to maintain confidentiality of sensitive information

Why Clayton?
Full-time team members have the flexibility to create their own health, dental, and vision benefits package. Clayton provides competitive 401K programs, including investment options and company matching for full and part time employees after one year to help our team members achieve their financial goals. Additional benefits include paid parental leave, tuition reimbursement, Employee Assistance Programs, and more.
As part of Clayton’s commitment to Opening Doors to a Better Life, Clayton is now providing paid time for Team Members to volunteer to causes that are meaningful to them through the Clayton Impact program.
Clayton is proud to have earned spots on the following Forbes lists: America’s Best Employers, America’s Best Employers by State, Best Employers for Diversity, Best Employers for Women.
At Clayton, we encourage holistic wellness with physical, nutritional, social, financial, spiritual and occupational programs available online or in-person for team members.
Clayton’s Home Office campus offers an onsite restaurant, onsite fitness facility with full gym, in-person and virtual workout classes, yoga / barre studio, volleyball and basketball courts, walking paths, and a disc golf course.
Clayton is committed to a diverse and inclusive workplace. Clayton is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.

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