Sr. Technician Compensation Analyst

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 Sr.Technician Compensation Analyst will lead and support Compensation processes for the global organization, with a primary focus on Technician and Rotator pay. The role will support the design of the compensation structures and processes using industry and preferred practices working collaboratively with the HR team and business clients.

LOCATION

• Role provides the opportunity to work in hybrid environment, working both virtually and in office when required.

Duties & Responsibilities

ESSENTIAL

• Lead and support pay programs for Technicians and Rotators. Partner closely with stakeholders to ensure timely and accurate system updates.
• Serve as a subject matter expert on Technician pay programs. Respond to questions and requests in a timely and professional manner.
• Administer, maintain, and evolve Oceaneering's Technician Career Framework (job evaluation) for the global organization.

o Create and maintain processes to evaluate new jobs and map them into the framework.
o Perform analysis of jobs; consult with HR to assure that employees are mapped consistently into the career framework.

• Support Oceaneering's overall market competitive framework.

o Assess appropriate survey data sources across the globe; manage vendor relationships.
o Analyze survey data and recommend rate structures or market pricing to align our compensation packages with the market.
o Manage related software and/or spreadsheets to facilitate data analysis.

• 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.
• Manage special projects, as assigned.

NON-ESSENTIAL

• Provide advice and guidance to HR team and business line manager in aspects of the career framework and compensation; include performing research as needed to solve complex compensation related issues within the business.
• Support facilitating organizational change by providing information, recommendations, and communications related to compensation activity through analysis of actual results and trends.

Qualifications

REQUIRED

• Bachelor's degree in human resources, Statistics, Mathematics or other related field with (5+) years of professional experience in compensation analyst role, OR equivalent combination of education and experience.
• Minimum 2 years of experience in the oil and gas industry and working with all levels of leaders and employees.
• Minimum 2 years of experience with Technician and Rotator compensation pay programs.
• Strong communication skills, both written and verbal.
• Strong individual leadership skills, project management, analytical, influence, and facilitation skills.
• Must have high level of proficiency and experience in analysis of data.
• Proficient use of Microsoft Excel and creation and utilization of databases.

DESIRED

• Certified Compensation Professional (CCP) and/or Global Remuneration Professional (GRP) preferred.
• Knowledge of Global compensation pay structures, laws and regulations.
• Experience with Mercer's Career Framework.
• Experience with PeopleSoft Compensation.
• Experience with HRSoft's CompView - manager compensation planning module.
• Experience with Payfactor's MarketPay survey management software.
• Ability to understand and work in matrixed global organization.

Additional Information

This position is Hybrid - Remote and will require commuting to a designated office. Hybrid work schedules are determined by the hiring manager based on business need.

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