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Oceaneering Compensation Analyst in Houston, Texas

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Job ID14874 LocationHouston, Texas

Full/Part TimeFull-Time Regular/TemporaryRegular

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Company Profile

Oceaneering is a global provider of engineered services and products, primarily to the offshore energy industry. We develop products and services for use throughout the lifecycle of an offshore oilfield, from drilling to decommissioning. We operate the world's premier fleet of work class ROVs. Additionally, we are a leader in offshore oilfield maintenance services, umbilicals, subsea hardware, and tooling. We also use applied technology expertise to serve the defense, entertainment, material handling, aerospace, science, and renewable energy industries.

Position Summary

The Compensation Analyst will lead and support Compensation processes for the global organization; working collaboratively with the HR team and business clients. They will support the design of compensation structures and processes using industry and preferred practices.

Duties & Responsibilities

ESSENTIAL

  • Under general supervision:

  • Administer Oceaneering's overall market competitive framework.

  • Assess appropriate survey data sources across the globe.

  • Participate in salary surveys.

  • Analyze survey data and recommend rate structures or market pricing to align our compensation packages with the market.

  • Maintain and evolve Oceaneering's Career Framework (job evaluation) for the global organization.

  • Create and maintain processes to evaluate new jobs and map them into the framework.

  • Perform analysis of jobs; consult with HR to assure that employees are mapped consistently into the career framework.

  • Provide advice and guidance to HR team and business line managers in aspects of the career framework and compensation; includes performing research as needed to solve compensation-related issues within the business.

  • Participate in the global annual merit increase planning process.

  • Administer short-term incentive plan; assist in administration of long-term incentive plan.

  • Support facilitating organizational change by providing information, recommendations, and communications related to compensation activity through analysis of actual results and trends.

  • Stay abreast of current trends in compensation, software and other related technology.

  • Stay abreast of legislative activities and regulatory changes to ensure compliance with applicable federal, state, and international laws.

NON-ESSENTIAL

  • Manage special projects, as assigned.

Qualifications

REQUIRED

  • Bachelor’s degree in Human Resources, Statistics, Mathematics or other related field, or equivalent education and experience

  • Minimum two (2) years’ of experience administering compensation programs including:

  • Experience developing and administering compensation processes and initiatives

  • Experience analyzing and calculation of total compensation

  • Experience analyzing market data and providing recommendations to respond to market changes

  • Utilization of Microsoft Excel (pivot tables, vlookups) in the creation and utilization of databases

  • Collaboration with HR business partners

  • High level of proficiency and experience in analysis of data

DESIRED

  • Certified Compensation Professional (CCP) and/or Global Remuneration Professional (GRP)

  • Experience developing compensation structures based on market analysis and best practice

  • Experience with global compensation pay structures, laws and regulations

  • Experience in the oil and gas industry and working with all levels of leaders and employees

  • Familiarity with Mercer's Career Framework

  • Experience with PeopleSoft

  • Ability to understand and work in matrixed global organization

  • Good communication skills, both written and verbal

  • Strong individual leadership skills, project management, analytical, influence, and facilitation skills

Equal Opportunity Employer

All qualified candidates will receive consideration for all positions without regard to race, color, age, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, veteran status, disability, genetic information, or other non-merit factors.

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