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The Senior Compensation Analyst is part of the Eaton Vance Corp. (EVC) Compensation function and will be responsible for management and implementation of all compensation programs and plans for Parametric, a subsidiary of Eaton Vance. The primary focus of the role is to be aligned as a local resource and expert to the Parametric business, located in Parametric’s Seattle office. In addition, the role will be a key contributor to EV compensation projects and initiatives, and will work closely with the EVC Compensation team in Boston. This role will involve travel between Seattle and Boston on at least a quarterly basis, and between other office locations (i.e. Minneapolis and New York) as needed.
This newly created role will update and develop compensation structures and programs to keep with current trends and provide compensation education for leaders, employees, and other HR team members. The Senior Compensation Analyst administers and manages compensation plans, job evaluations, salary administration, annual pay review process, sales incentives and other incentive programs. This position participates in salary surveys, analyzes market data and trends, ensures internal equity, and prepares and communicates recommendations. This business-facing role champions the compensation program, ensures superb data integrity, and consults with leaders across the company regarding pay decisions and practices. Requires effective collaboration with business partners, education/communication, problem solving, change management, and innovation.
Manage compensation programs and processes for the organization’s base, bonus, long-term and sales incentive plans. Develop and maintain competitive, cost-effective, and internally equitable compensation programs, using external and internal benchmarking analysis and market research.
Review job descriptions and conduct job analyses, market reviews and job evaluations for new positions, positions with significant changes and during organizational changes. Work with leaders and HR Business Partners on analysis and recommendations, e.g., determining appropriateness of title, FLSA status, market match, compensation structure, compliance with regulations, etc. Communicate findings and recommendations to stakeholders.
Compile, summarize and analyze external market survey results and internal pay data for use across various decision-points (e.g. development of hiring ranges, new hire recommendations, standard and ad hoc analyses, year-end cycle review process, etc.). Propose recommendations to HR, leaders and compensation team members based on key themes identified during data analyses. Perform regular review and audits of internal compensation levels to ensure pay equity.
Carry-out ongoing maintenance and administration of compensation data tools and resources primarily utilizing Microsoft Excel and Workday. Manage all components of employee compensation data management within these systems, including the management of Job Profiles and related information. Ensure superior data integrity and quality assurance. Analyze day to day compensation information needs, and suggest improvements to data records, data maintenance, data flow, and reporting tools.
Design, generate and support standard and custom compensation reports and other compensation analytics using Excel and Workday (potentially Access or other tools as well). Lead or participate in creation of presentations utilizing PowerPoint.
Participate in the annual benchmark survey submission process and integration of survey results. Coordinate review with leaders across the firm, HR Business Partners and EV Compensation team. Develop review tools and participate in the submission and review process.
Carry out development, distribution and presentation of reports and other processes related to the year-end base salary, bonus and equity award cycle. Partner with HRIS team throughout process.
Participate in the annual sales incentive compensation planning process. Manage sales/commission plan documentation and communication for Parametric. Partner with sales incentive compensation team within finance.
Document and keep up-to-date with all compensation plans and frameworks. Partner with HR Business Partners and Talent Acquisition teams to ensure the teams have the right resources and education for of all aspects of compensation.
Partner with HR, leadership and others to develop communication plans for managers and employees around the compensation programs that support the business. Develop and deliver Total Rewards education materials and trainings for managers and employees.
Partner with HR Business Partners on the development and documentation of career paths and align internal job levels/pay structures.
Ensure compliance with related regulations, including accurate classification of all positions with regard to FLSA status.
Partner with finance to provide compensation information in support of budget process and planning, developing headcount and related reports, analyzing compensation costs, etc.
This policy applies to Eaton Vance Corp. and all subsidiary companies (the “Company”).
The Company is an equal opportunity employer and is committed to providing a work environment that is free of discrimination and harassment. It does not discriminate against applicants or employees with respect to any terms or conditions of employment on account of race, color, religion, creed, national origin, ancestry, sex, sexual orientation, age, pregnancy, parenthood, physical or mental disability (actual o
r perceived), medical condition including genetic characteristics, marital status, citizenship status, military service, gender, gender identity or expression, registered domestic partner status, domestic violence victim status, status with regard to public assistance, or any other characteristic protected by applicable federal, state or local laws. Eaton Vance also prohibits discrimination based on the perception that a person has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. This commitment applies to all persons involved in the operations of the Company, and prohibits unlawful discrimination by any employee of the Company, including supervisors and co-workers. All employment decisions shall be consistent with the principles of equal employment opportunity.
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