Incentive Compensation Analyst

In collaboration with the Senior Compensation Manager, the Incentive Compensation Analyst participates in the design, evaluation, implementation, and administration of line of business leads the incentive compensation. This role provides ongoing support to customers by answering complex questions related to the incentive plans and source data. In addition, this role performs advanced data validation, research, and completes incentive payment calculations. The Incentive Compensation Analyst administers the completion of incentive compensation reviews, recommendations and payouts related to variable plans on a monthly/quarterly/annual basis.

Primary Responsibilities

• Partners closely with Finance to ensure appropriate plan metrics are measurable and provide necessary financial results to the organization. Coordinates with Finance and Line of Business leaders to ensure goals are established and communicated in advance of each plan year.
• Forecasts incentive compensation expense based on business plans and other key metrics.
• Administers the approval process, maintains appropriate documentation, and communicates all plan and design changes.
• Coordinates with Risk on annual Risk Assessment of assigned incentive compensation plans.
• Provides quarterly updates on individual and line of business achievement vs. Goal.
• Calculates the monthly/quarterly/annual incentive compensation plans and ensures accuracy of payments.
• Provides analytics and reporting to measure program effectiveness to aid in informing leadership on compensation design decisions.
• Supports ad hoc inquiries, performs reconciliations, and resolves issues in a timely manner.
• Proactively reviews market trends and business changes which may impact the organization's incentive compensation strategy.
• Provides support for M&A with the evaluation of bonus and incentive structure, and assists with the transition to HTLF's plans.
• Collaborates with the Senior Compensation Manager on communication and education of organization's incentive compensation plans and procedures.
• Completes annual E-Learning Plan and Bank Secrecy Act (BSA) training as assigned and keeps up-to-date knowledge of BSA as it relates to the job function.

Secondary Responsibilities

• Performs other duties as assigned.

Management Responsibilities

• This job has no management responsibilities.

Qualifications

• Bachelors Business Administration/Management, Finance, Human Resources Management required or
• 3-5 years Experience working within an HR Department with a focus on incentive compensation design and administration or relevant experience in finance required
• Strong analytical skills with ability to assess data required
• Solid understanding of financial acumen required
• Excellent interpersonal and communication skills, particularly in building relationships with business partners required
• Proficient in Microsoft Office Products with advanced knowledge of Excel. required
• Ability to quickly and accurately research issues and propose solution or course of action. required
• Ability to maintain the confidentiality of sensitive Company and personal information. required
• demonstrates accuracy and thoroughness and monitors own work to ensure quality. required
• HRIS, Workday preferred and reporting experience preferred
• Familiarity with legal and compliance regulations related to compensation plans and policies required
• CCP - Certified Compensation Professional preferred

Competencies

• Accountability - Thinking and acting ethically, honestly, and with the highest work standards; taking responsibility for your actions and fostering a work environment where accountability is valued.
• Customer Experience/Focus - Going out of the way to anticipate and meet customer needs; remaining knowledgeable and up to date on all products and services of the bank and how to best the help the customer.
• Functional Role Expertise - Knowledgeable and skilled in functional specialty; demonstrating an ability to add organizational value through unique expertise in a functional specialty area.
• Results Oriented - Maintaining an appropriate focus on outcomes and accomplishments motivated by achievement; identifying outcomes as a critical success factor in the bank where there are countless interactions with customers and internal partners.

Standard ADA Selection: Office and Administrative Support

Physical Demands:

• Standing - Frequently
• Walking - Occasionally
• Sitting - Frequently
• Lifting - Occasionally
• Carrying - Occasionally
• Pushing - Rarely
• Pulling - Rarely
• Balancing - Rarely
• Kneeling - N/A
• Crouching - Rarely
• Reaching - Rarely
• Repetitive Motions - Frequently
• Eye/Hand/Foot Coordination - Constantly

Standard Business Hours:

Standard business hours are Monday through Friday, 8:00 a.m. to 5:00 p.m. Exempt employees are expected to work as long as it takes to accomplish the goals and deliverables of the position; typically, a minimum of 40-45 hours per week.

Scheduled Weekly Hours: 40

Time Type:

Full time

$70,000.00