Contract Role- Compensation and HRIS Analyst

Join Dura-Line, an Orbia business, in leading the charge for global connectivity! As the premier manufacturer of plastic conduit pipes, we create pathways that connect people and information worldwide in various markets. Every part of the manufacturing process is monitored with environmentally friendly sustainable efforts in mind. Quality, sustainability, and safety are paramount values at Dura-Line. Be part of our mission to Advance Life Around the World.

Compensation and HRIS Analyst

at Dura-Line (An Orbia Company)

Remote

This is a contractor position, may lead to a full time position. Pay rate $36/hr depending on experience.

Together, we create solutions that better connect people and information across the globe. No matter how big or small a role we each play, everything we do is connected to that shared purpose. Your work will help reinvent the future of cities and homes, link communities to data infrastructure, expand access to health and wellness, and create critical human connections between families and friends. Are you ready to build a rewarding career at Dura-Line?

The Compensation and HRIS Analyst is a key role within our People Team. Under the direction of the Global Total Rewards Director, this position is responsible for providing professional level analysis and support in the administration of compensation practices, policies, and programs across all levels of the organization.

What can you expect in a Compensation and HRIS Analyst role at Dura-Line?

• Evaluate job content, benchmark positions and provide recommendations for appropriate leveling and (for US roles) FLSA classification.

• Perform market reviews to understand competitive pay positioning for selected roles.

• In partnership with manager provide consultation to the assigned business group, advising on all compensation-related matters.

• Assist with the rollout and administration of compensation programs and projects, as assigned.

• Perform data extraction and analysis as required to meet the needs of internal customers.

• Monitor data integrity through comprehensive audits, performing root-cause analysis and working with leadership team to implement solutions to mitigate future discrepancies.

What does Dura-Line need from you?

•  Academic Level: Bachelor’s degree in human resources, business administration, statistics, economics or related field.
• Language(s) and level of proficiency:  Fully fluent in English required.  
• Knowledge/Experience: Two years of experience administering compensation principles, practices and structures. HRIS administration experience required. Intermediate analytical (Excel) with the ability to analyze, interpret and draw conclusions from large amounts of data from multiple sources.  Comprehensive Basic understanding of US wage and hour laws, including the Fair Labor Standards Act (FLSA).  Excellent Good written and verbal communication skills.  Solid organizational skills and strong attention to detail.
• Physical requirements for the position such as mobility, vision, strength, etc. (applicable in line with local laws): Work is performed sitting at a desk for prolonged periods of time, working on a computer.  Repetitive hand movement of both hands with the ability to make fast, simple, repeated movements of the fingers, hands, and wrists. 

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All employees are subject to pre-employment Background Check and Drug Screening and employment is contingent upon successful clearance of both. Dura-Line is an Equal Opportunity Employer and participates in the federal E-Verify program to verify the work eligibility of all new hires.

Dura-Line 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)