People Operations Principal Business Analyst - Nortech Systems Inc

Lead and perform base compensation program research, development, analysis, and administration including job analysis, market pricing, structure design and development, compensation equity review, annual merit increase, communications, and other procedures. Partner with People Operations Business Partners and help guide compensation decisions during hiring, performance reviews, promotions, and other employment actions. Research and recommend annual compensation budget, partnering with HR, operations and finance areas as needed to model costs and evaluate alternatives. Partner with People Operations team to assess compensation and HRIS needs, identify strategic priorities, evaluate options, plan, and implement enhancements. Research HR vendor offerings, evaluate alternatives, identify, recommend, and implement selected business solutions including cost estimates, potential return on investment, efficiencies, and other business trade-offs. Develop, enhance, and maintain People Operations metrics tools and reports. Develop and maintain educational and communication resources to facilitate full utilization of People Operations programs and tools. Support variable pay, stock administration, and executive compensation program administration as assigned. Perform diverse assignments including, but not limited to employee relations, compensation, benefit administration, training, staffing, organizational development and employee satisfaction when necessary. Support maintenance of personnel records, ensuring security of personal, confidential information. Support HR system and procedural integration and transition work during organizational change and/or merger/acquisition initiatives. Participate in developing department goals, objectives and systems; plays a leadership role to help ensure system integration across the People Operations function. Participate in administrative staff meetings and attends other meetings and seminars.  May perform other duties and responsibilities as assigned.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c) Human Resources