Job Information
Accolade Senior Compensation Analyst in Seattle, Washington
About Accolade Accolade (Nasdaq: ACCD) provides millions of people and their families with an exceptional healthcare experience that is personal, data driven and value based to help every person live their healthiest life. Accolade solutions combine virtual primary care, mental health support and expert medical opinion services with intelligent technology and best-in-class care navigation. Accolade's Personalized Healthcare approach puts humanity back in healthcare by building relationships that connect people and their families to the right care at the right time to improve outcomes, lower costs and deliver consumer satisfaction. Accolade consistently receives consumer satisfaction ratings over 90%. For more information, visit accolade.com{target="blank" rel="noopener noreferrer"}.{target="blank" rel="noopener noreferrer"}
Role Overview
As a Senior Compensation Analyst, you are seen as a cross-functional expert on various types of compensation --- base pay, bonuses, sales incentives, and equity. You regularly collaborate with and advise P&C Business Partners on new jobs, department reorgs, and/or internal pay concerns. Talent Acquisition seeks you out to provide guidance on offers, ensuring we remain market competitive and internally equitable. You're an influential partner to leadership teams and provide input on sales incentive plan design as well as support plan administration. You routinely partner with the rest of the Compensation Team to analyze our equity compensation plans, to participate in and evaluate results from salary surveys, and to support large-scale compensation projects like career framework, job architecture, and annual merit planning. You are not here to push paper -- you are here to influence decision making using your compensation expertise.
A day in the life...
Serve as a consultant to the organization on compensation best practice; advise leaders and P&C team members on job evaluation, benchmarking, career levels, and job classification
Analyze existing jobs and build-out career levels that support growth and upward mobility for employees
Conduct regular job evaluation activities; advise on appropriate career level, pay range, and FLSA classification
Benchmark new and existing jobs against compensation survey data and other market intelligence to determine competitive positioning and to help establish market competitive pay programs
Participate in salary surveys; analyze results against existing pay practices and recommend adjustments to ensure structure maintain market competitiveness
Evaluate the effectiveness of existing compensation policies, guidelines, and procedures; recommend new or revised plans that are cost effective and consistent with market trends and business objectives
Create reoccurring compensation reporting/analytics and provide support for ad-hoc reporting requests
Partner with Finance Team on a quarterly cadence to manage the incentive accrual true up process
Partner with leaders of incentivized groups to provide cost impact solutions and/or opportunities related to incentive plan design
Create and document policies, terms, and conditions to support compensation plan administration
Partner with Stock Plan Administration on routine Restricted Stock Unit (RSU) distribution, including data validation and reconciliation
Support Stock Plan Administration with the timely and accurate processing of equity awards; review equity transactions, monitor employee terminations, and process cancellations
Help administer semi-annual Employee Stock Purchase Plan (