Senior Compensation Analyst

Oasis Petroleum
remote work
United States, Texas, Houston
Sep 23, 2024
Position Summary The Sr. Compensation Analyst supports the Total Rewards function by administering and executing broad-based and equity compensation programs that help Chord attract, retain, and motivate talent. The position functions as the subject matter expert in tactical compensation deliverables, analysis, and advice to internal and external stakeholders of Chord and the HR department. This position works under the general direction of the Director of Total Rewards and is responsible for setting and achieving compensation objectives with precision, timeliness and in alignment with Chord values. This position is located in downtown Houston, TX. Hybrid work schedule is an option for remote work on Mondays and Fridays. Level and salary commensurate with experience. Essential Job Functions Perform market analysis to benchmark and evaluate company jobs through survey participation Support the audit, development, maintenance and implementation of all compensation policies/programs to ensure compliance with federal and state regulations Provide compensation advice and recommendations to HR staff and management to ensure employee rewards is competitive and in line with the organization's established compensation philosophy Support management in the development and maintenance of job architectures and compensation structures ensuring market and internal equity alignment, compensation philosophy integrity and job management Support management in the design and execution of the annual merit, bonus and long-term incentive programs Execute employee equity transactions, including grants, vests, cancellations and forfeitures Coordinate and support cross-functional collaboration for accounting accruals, labor budgeting, proxy reporting, supplemental payroll earnings, HRIS configurations Develop and deliver compensation communications tied to reoccurring and off cycle programs Ad hoc reporting and analysis as required for executive leaders and HR initiatives Performs other duties as assigned This job description is not intended to be an all-inclusive list of duties and responsibilities of the position. Incumbents will be required to follow any other job-related instructions and duties outside of their normal responsibilities as assigned by their supervisor. Minimum Qualifications Bachelor's degree or equivalent skills and knowledge required 5 years of compensation administration experience within a Human Resources department 2 years of equity administration experience Advanced Microsoft Excel and Word skills to efficiently organize and analyze substantial amounts of data Excellent analytical, organizational, and problem-solving abilities Ability to think critically and develop creative solutions to complex problems Ability to work in a fast-paced and fluid environment; flexible with the demands of a growing company Ability to meet deadlines Physical Requirements and Working Conditions: Must possess mobility to work in a standard office setting and to use standard office equipment, including a computer, stamina to maintain attention to detail despite interruptions, strength to lift and carry files weighing up to 10 pounds; vision to read printed materials and a computer screen, and hearing and speech to communicate in person and over the telephone The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Preferred Qualifications CCP or CEP certification Exposure to Workday HCM Experience with equity-based LTI awards and SEC reporting requirements Familiarity with Upstream Energy Industry and related compensation programs EEO Statement: Chord Energy does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.