As a part of the global industrial organization Marmon Holdings—which is backed by Berkshire Hathaway—you’ll be doing things that matter, leading at every level, and winning a better way. We’re committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone’s empowered to be their best.
As a key member of Marmon’s Corporate Total Rewards team, the Compensation Analyst supports the Center of Expertise for Marmon’s enterprise compensation programs and serves as an advisor to our HR partners at the Group and business level. Reporting to the Manager, Compensation, and in partnership with other Corporate functional areas, this role is accountable for delivering a blend of compensation expertise and tactical support, including administering cyclical compensation and performance processes, managing salary survey participation, and ensuring compliance. The position also supports the development of tools, technology, and market pricing guidance, while contributing to enterprise initiatives such as job architecture and pay harmonization to maintain competitive and compliant compensation practices across the organization.🚀 The Vibe
You + Total Rewards = power duo. You’ll be the go‑to for comp ops across the enterprise—mixing market intel, Workday wizardry, and “we got this” energy to keep our pay programs competitive, compliant, and ✨clean✨. Expect action, ownership, and big‑kid impact.
🎯 What You’ll Do (aka your daily slay)
- Run the money season: Help build tools, comms, and Workday config for annual merit + incentive cycles. You’re the calm in the planning‑cycle storm.
- Performance glow‑ups: Support the performance management process and its Workday flows. ✨
- Total comp storytelling: Level up total compensation statements each year—because numbers deserve good design.
- Automate > duplicate: Spot process upgrades for Rewards and partner with HRIS/Finance to ship tech improvements.
- Quarterly receipts: Team with Finance on incentive accrual reporting and close activities. 🧾
- Survey main character: Own salary survey participation (and ad hoc ones) so our market data stays 💯.
- Leader program admin: Keep info + data flowing for supplemental 401k/deferred comp and LTIP.
- Compliance is a lifestyle: Guide HR partners so all comp programs stay audit‑ready. 🛡️
🧠 Consulting Mode: ON
- Be the plug for market pricing—maintain tools, create guidance, and help HR partners nail competitiveness in their local markets.
- Build enterprise‑level comp programs, tech, and tools that scale from Corporate to individual businesses.
- Keep vendor relationships smooth (external advisors, plan admins, etc.). 🤝
- Refresh comp content on @Marmon so the intranet stays useful, current, and clickable.
🎁 Special Ops
- Bring analytical + PM firepower to job architecture and pay/incentive harmonization efforts. 🔧
- Co‑own the MPower compensation module with HRIS (yes, we said ownership).
- Keep the books neat: review & pay consulting/vendor invoices. 💳
#LI-Hybrid
✅ You’ll Thrive If You Have
- Bachelor’s in finance/accounting (or close enough) + 2 years in comp. Consulting experience = chef’s kiss; global experience = bonus points.
- Workday skills on lock; HRIS fluent. Change management on large projects? Say less.
- Compliance brain: you know the regs and keep reporting tight.
- Excel / PowerBI / PowerPoint supremacy. (Pivot tables, DAX, charts—your natural habitat.)
- Top‑tier communication across all levels; strong business/financial acumen; time‑management + decision‑making with a bias for action.
- Comfort with ambiguity (fog? you make a map) and uncompromising integrity.
📣 Why You’ll Love It
Impact that touches every business. Tools that scale. Stakeholders who care. A team that blends strategy + ops and lets you build real things—not just slide decks.
Pay Range:
53,333.34 - 80,000.00We offer a comprehensive benefits package that may include medical, dental, vision, 401k matching, and more!
Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law.
We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to [email protected], and please be sure to include the title and the location of the position for which you are applying.
