Why us?

Sage Hospitality Group is seeking a Compensation & People Data Analyst to join the team in Denver, Colorado.

As part of Sage Hospitality Group, we passionately strive to be the best and create excellence in everything we do. We believe in enriching lives one experience at a time. More than a slogan, we empower our employees to make positive impacts on the communities in which we live and work. By providing genuine service we build relationships with our guests and value for our shareholders, and we create unforgettable experiences.

We are looking for independent thinkers. Those who harness their entrepreneurial spirit so that it breaks preconceived notions. We’re not afraid to forge our own path. After all, it’s what industry leaders do. That’s why we welcome risk takers and creative spirits alike. No matter your daily role, Sage recognizes that your success is about more than the work you do—it’s really about who you are, which is why we invest in your personal and professional growth. We hope you consider joining us!

Job Overview

The Compensation Analyst is responsible for developing compensation structures to optimize hiring and maximize employee retention through researching and analyzing job requirements and evaluating job positions to ensure the Company is competitive in the areas of salaries and total compensation. This role will collect, compile, generate reports, and analyze HR data, metrics, and statistics to support People & Culture functions including recruitment, retention, legal compliance, performance management, and workforce analytics. In addition, this role will support the HRIS team, consistently assisting with responding to inquiries, running reports, and validating data integrity.

Responsibilities

Compensation

• Participates in compensation surveys, conducts research and analysis on market competitiveness, pay equity, and compensation trends. Benchmarks jobs against data and other market intelligence to determine competitive compensation ranges for each position.

• Assists with market pricing for new positions as well as market pricing for existing positions.

• Responsible for the administration of the Home Office merit and bonus review process.

• Designs, communicates, and maintains job classifications, pay structures, grades, compensation budgets, and guidelines.

• Analyzes, designs, and administers centralized employer compensation programs, including base pay, long and short-term incentives, spot bonuses, and commissions that align with company objectives for recruiting, retention, and employee engagement.

• Representing member of the Hotel Industry Compensation Survey group (HICS). Participates in all relevant and required surveys and attends HICS conference annually.

• Advises leaders on making effective pay decisions that support employee engagement and comply with compensation policy and budgetary guidelines.

• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.

• Prepares and presents summary reports of job analysis and compensation analysis information.

• Evaluates and implements job analysis process and materials.

• Conducts data and cost analysis to support associate negotiations, collective bargaining agreements, and business development.

• Research associate benefits in similar industries; based on findings, recommends changes or updates to the Company’s existing benefits or policies.

• Conducts focus groups to collect employee feedback on specific issues or topics related to total rewards.

• Ensures that data is accurately processed and maintained according to organization rules and applicable regulations.

People & Culture

• Collects and compiles HR metrics and data from a variety of sources including the human resource information system (HRIS) and payroll outputs, management, and associate engagement surveys, exit interviews, entrance interviews, employment records, government labor statistics, competitors’ practices, and other sources.

• Analyzes data and statistics for trends and patterns with attention to recruitment, hiring practices, motivation, turnover, and compliance with employment laws and regulations.

• Prepares reports of data results, presenting and explaining findings to senior leadership.

• Identifies and recommends reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics.

• Based on metrics and analysis, makes recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.

• May be responsible for defining system requirements and working with internal partners and external vendors to evaluate and select HRIS software and systems.

• Partner with People team stakeholders on the thoughtful collection, analyses and communication of important diversity, equity and inclusion data, insights, and recommendations to address desired outcomes.

• Explore creative and innovative ways to make People data more accessible, more accurate, and more meaningful.

• Transform data and analysis into insights, recommendations, and measure ROI to inform the strategic direction of People and Culture initiatives.

• Performs other related duties as assigned.

HRIS

• Responsible for implementation and maintenance of annual performance reviews. Partner with Organizational Development team to understand needs, work HRIS system during reviews, and continuous process improvement.

• Responsible for distribution of annual You Belong Survey. Analyzing results and benchmarking information for leadership

• Subject Matter Expert for Human Capital Management Systems (HCMS) and Applicant Tracking Systems (ATS).

• Delivers quality HR system solutions to the business by understanding end-user needs.

• Assists with system administration to include maintenance, upgrades, audits and password resets and other technical support related inquiries.

• Provide guidance for HRIS including, but not limited to, researching and resolving HRIS problems, unexpected results or process flaws; perform scheduled activities; recommend solutions or alternate methods to meet requirements.

• Supports Compliance reporting for EEO-1, VETS100, AAP and Internal Workers Compensation.

• Supports Compliance reporting for all other reports needed at a Federal, State, Local or internal company level

• Assists in HRIS activities related to property transitions in and out.

• Supports and Troubleshoots and support integrations coming in and going out from HRIS systems

• Writes, maintains, and supports a variety of reports or queries utilizing appropriate reporting tools. Assist in development of standard reports for ongoing customer needs.

• Help maintain data integrity in systems by running queries and analyzing data.

• Assist in development of all procedures and polices related to Human Resources technology systems.

Qualifications

Education/Formal Training

• Bachelor’s degree in human resources or related field.

• Certified compensation Professional (CCP), Global Remunerative Professional (GRP), or similar certification.

Experience

• 3 to 5 years of experience as a compensation analyst in hospitality industry required.

• UKG experience

• iCIMS experience

• Experience in hospitality and position related areas such as HRIS, job classification and compensation, recruitment, selection, training, employee benefits, and/or equal opportunity compliance preferred.

• Superb analytical skills; hands-on experience manipulating and deriving insight from large datasets

Knowledge/Skills

• Strong ability to maintain confidentiality of sensitive information.

• Extensive knowledge of quantitative and qualitative research methods.

• Extensive knowledge of human resource laws, regulations and best practices.

• Excellent written and verbal communication skills.

• Excellent organizational and time management skills.

• Excellent analytical and problem-solving skills required.

• Proficient with Microsoft Office Suite or similar software.

Physical Demands

The physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Sitting 85%, Walking 5%, Standing 5%, bending, kneeling, lifting, climbing 5%Knowledge/Skills

Environment

Prolonged sitting throughout entire shift at computerized workstation in office environment. Office environment – 90%, Hotel environment – 10%. Limited travel.

Benefits

• Unlimited paid time off

• Medical, dental, & vision insurance

• Eligible to participate in the Company’s 401(k) program with employer matching

• Health savings and flexible spending accounts

• Basic Life and AD&D insurance

• Company-paid short-term disability

• Paid FMLA leave for up to a period of 12 weeks

• Employee Assistance Program

• Great discounts on Hotels, Restaurants, and much more.

• Eligible to participate in the Employee Referral Bonus Program. Up to $1,000 per referral.

** The application period will be open for approximately 30 days or until a suitable candidate is identified. We encourage qualified individuals to submit their applications within this timeframe.

ID: 2024-23221

Position Type: Regular Full-Time

Property : SHR

Outlet: Not Applicable

Category: Human Resources

Min: USD $70,000.00/Yr.

Max: USD $90,000.00/Yr.

Address : 1575 Welton St

City : Denver

State : Colorado

EOE Protected Veterans/Disability