**Description** As a member of the Talent Management Department, the Compensation Analyst is responsible for supporting the full scope of activities associated with the Firm-wide development, administration and communication of competitive, internally equitable and legally compliant compensation policies, procedures, and programs. **ESSENTIAL FUNCTIONS:** + Perform job evaluations, including geographic assessments, and recommend appropriate pay actions. + Participate in and organize compensation surveys to best support the Firm’s business objectives, including competitiveness in the marketplace. + Gather and conduct comprehensive survey data analytics to most accurately market price positions. + Advise management on appropriate FLSA, EEO classifications, Affirmative Action Planning and other related government compliance issues. + Assist with the annual compensation review process, including compiling the timeline, drafting necessary communications, compiling market data and pay history and creating and distributing compensation materials. + Advise supervisors on all related information and processes the final compensation, including preparing notifications and coordinating HRIS/payroll actions. + Participate in monitoring the effectiveness of existing compensation policies, procedures and programs and recommends changes which are cost effective and consistent with the Firm’s strategic goals, competitive practices and compliance requirements. + Partner with Human Resources team, Administrative Chiefs, Office Administrators, and other management to compose new and update existing job descriptions to ensure that essential duties, responsibilities, competencies, education requirements, experience, etc., are appropriately and accurately documented. + Participate in the configuration and implementation of UKGPro Compensation module. + Analyze external and internal compensation levels to identify any potential inequities based on position, experience, performance and location. + Work with HR team to address compensation-related issues. + Evaluate market and economic trends to recommend adjustments to Compensation policies, procedures and programs and recommends changes which are cost effective and consistent with the Firm’s strategic goals, competitive practices and compliance requirements. + Keep apprised of federal, state and local compensation laws and regulations in order to ensure Firm compliance. + Keep abreast and identifies industry changes and trends and recommends enhancements. + Make recommendations to streamline/automate related processes. **ADDITIONAL FUNCTIONS:** **QUALIFICATIONS (EXPERIENCE, KNOWLEDGE, SKILLS AND ABILITIES):** **Education:** + Bachelor’s degree in business administration or human resources or equivalent work experience. **Experience:** + Minimum of 4 years of human resources and/or compensation related experience. Law firm experience preferred but not required. **Knowledge, Skills, & Abilities:** + Proven analytical, mathematical/statistical, problem solving, organizational and project management skills. Ability to evaluate and systemically compile technical and statistical information and to prepare reports and correspondence. + Knowledge of current Federal, State and local compensation laws and regulations. + Strong understanding of compensation practices and trends. + Demonstrated experience in supporting the day-to-day compensation function. + Strong proficiency using MS Excel and Word. Ability to view, extract and manipulate data from HRIS. + Ability to work independently, adapt to change and manage multiple priorities in a fast-paced environment. + Exceptional interpersonal skills and ability to handle highly sensitive confidential information. + Strong attention to detail required. + Excellent written, verbal, communication skills. + Excellent customer service orientation. + Positive attitude and mind-set, flexibility and ability to work well with a team. **WORK ENVIRONMENT & PHYSICAL DEMANDS:** This job operates in a clerical, office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. **PHYSICAL REQUIREMENTS** Sedentary work: Exertion of physical strength to lift, carry, push, pull, or otherwise move objects up to 10 pounds. Work involves sitting most of the time. Walking and standing is often necessary in carrying out job duties. **VISUAL ACUITY** Worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading. **DISCLAIMER** _Fox Rothschild LLP is under no obligation to provide sponsorship for this position. Applicants must be currently authorized to work in the United States on a full-time basis now and in the future._ _This job description is not an exhaustive list of all functions that the employee may be required to perform and the employee may be required to perform additional duties. Additionally, management reserves the right to review and revise the job description at any time. Employment with the firm is at-will. Employees must be able to satisfactorily perform all of the essential functions of the position with or without a reasonable accommodation. If an accommodation request would cause an undue hardship or a safety concern, the individual may not be eligible for the position._ _Equal Opportunity Employer - vets, disability_ 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)