[Hiring] Total Rewards Analyst @SOVRA

Role Description

SOVRA is hiring a Total Rewards Analyst for a temporary, project-based engagement supporting a company-wide job architecture initiative. The role centers on evaluating and rebuilding job families, levels, and titles, and realigning compensation structures so they are consistent and better reflect the needs of the business today.

The person in this role leads compensation-focused analysis and administration, including:

• Job evaluation
• Job leveling
• Market pricing
• Salary structure support

Additionally, the role includes providing secondary coverage across benefits administration and leave programs, while maintaining accurate job architecture and compensation data within the HRIS.

The work supports HR Business Partners, Talent Acquisition, Payroll, Finance, and business leaders who depend on accurate, well-governed job and compensation data.

Qualifications

• Job architecture and compensation experience — supported job architecture, job evaluation, job leveling, or compensation structure development.
• Total rewards experience — typically 3-5 years of experience across compensation, benefits, HRIS, or HR analytics disciplines.
• Compensation market analysis — used compensation market survey data and survey platforms to analyze positioning and recommend market matches.
• Advanced Excel proficiency — intermediate to advanced Excel skills, including lookups, pivot tables, formulas, and data analysis.
• HRIS data management — worked with an HRIS and maintained employee and organizational data.
• Multi-jurisdictional program experience — supported programs within a multi-location or geographically distributed organization, including US state and Canadian provincial requirements.
• Relevant education — bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field, or equivalent experience.
• Authorization to work in the US or Canada — not able to sponsor work visas or transfers at this time.

Requirements

• Maintain the organization's job architecture framework, including job families, career paths, levels, standardized titles, and job profiles.
• Evaluate new and existing positions to determine job family, career stream, level, title, and compensation range.
• Review requests for new jobs, promotions, re-leveling, and title changes for consistency with governance standards.
• Conduct periodic audits of the job architecture to identify title proliferation, leveling inconsistencies, and other governance concerns.
• Support the development and maintenance of salary structures and pay ranges.
• Participate in annual compensation surveys and analyze market data.
• Support annual compensation planning, including merit increases, promotions, and market adjustments.
• Conduct pay equity and internal equity analyses.
• Support day-to-day administration of health, welfare, and retirement benefit programs.
• Partner with benefit vendors and brokers to resolve enrollment, eligibility, and claims issues.
• Maintain accurate compensation, benefits, and job architecture data within the HRIS.
• Conduct routine audits of employee, job, compensation, and benefits data.
• Develop and maintain standard and ad hoc HRIS reports.

Benefits

• Work environment free from discrimination and harassment.
• Commitment to ensuring pay equity across the organization.