Make an impact at Goodwin, a global 50 law firm with a history of working on groundbreaking matters, and an increasingly focused approach to working with clients in the financial, private equity, real estate, technology and life sciences industries. Our more than 1,000 corporate and litigation attorneys leverage their specific experience and assemble full-service teams to advise clients in these and adjacent industries.
As the Sr. Compensation Analyst, you will have responsibility for monitoring and completing salary surveys, supporting the administration of the compensation processes for professional staff and attorneys including merit and bonus processes; bench-marking and maintenance of salary ranges; budget modeling and expense tracking for attorneys and professional staff; contributing to the design, support, and administration of compensation systems; compensation letters and other projects as appropriate; process documentation and training.
What you do:
Works on a variety of projects including compensation process design, analysis and budgeting for professional staff and attorneys.
Responsible for the ongoing administration of professional staff, case assistant, paralegal, Science Advisor, and attorney increase and bonus processes.
Responsible for salary surveys – determining what salary surveys the firm will purchase and complete and will best support our needs; collaborating with other departments to determine information used to complete surveys; maintaining schedules and monitoring due dates to ensure survey participation deadlines are met.
Responsible for using surveys to benchmark professional staff positions.
Conducts FLSA reviews.
Responsible for the data integrity of compensation information in the Workday HRIS and other compensation systems, e.g. auditing information related to salary; FLSA; titles; frameworks; salary ranges; job profiles; job families; EEO job category.
Responsible for setups; maintenance; roll-outs and all user support for compensation systems, including Workday and CompXL. Teams with HRIS, Finance, Payroll and Benefits to achieve desired outcomes and produce data to support business needs.
Makes updates to Workday and CompXL systems for compensation related changes where appropriate. Responsible for design of processes in Workday and other compensation systems.
Calculates True Ups for part-time and hourly attorneys and bonuses for attorneys.
Prepares spreadsheets and reports to support client needs for compensation information and analysis.
Assists with developing and supporting training initiatives and drafting communications relating to compensation.
Creates documentation for compensation administration and processes, including timelines.
Contributes to the support and development of performance evaluation processes.
Creates compensation letters for salary changes and bonuses.
Participates in various human resources related projects as necessary.
Provides recommendations for process improvements.
Who you are:
Bachelor’s Degree or equivalent. CCP certification a plus.
5-10 years of related experience.
Experience working with HRIS systems, preferably Workday.
Proficiency with Word, PowerPoint, Outlook.
Advanced expertise with excel, including vlookups, creating charts and graphics, macros, modeling worksheets, pivot tables.
Ability to work flexible hours and extended hours as needed.
Knowledge, Skills & Competencies:
Excellent analytical and problem-solving skills.
Excellent organizational, interpersonal, communication and customer service skills
Ability to manage multiple assignments simultaneously and work in high stress situations.
Advanced computer skills and proficiency in spreadsheet software applications.
High level of attention to detail – ensure the integrity/accuracy of data.
Ability to protect and maintain confidential and sensitive information.
Working Conditions/ Physical requirement:
Ability to work at the computer for several hours at a time.
Ability to travel as needed
Goodwin Procter LLP is an equal opportunity employer. This means that Goodwin Procter LLP considers applicants for employment, and makes employment decisions without unlawful regard to sex, race, color, religion, citizenship, national origin, ancestry, sexual orientation, age, marital or domestic partner/civil union status, military service, or veteran status, physical and mental disability, and any other characteristic covered by applicable federal, state or local nondiscrimination laws.
Please note: Various agencies of the United States government require employers to collect information on applicants and employees. The National Association of Law Placement (NALP) and certain clients request us to keep track of certain aggregate information regarding lawyers. EEO information requested on this application is for purposes of compliance with these recordkeeping and reporting requirements and to determine recruiting and employment patterns. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment.