Sr. Compensation Analyst

• Compensation: USD 100,000 - USD 129,000 - yearly

Vuori is re-defining what athletic apparel looks like: built to move and sweat in but designed with a casual aesthetic to transition into everyday life. We draw inspiration from an active coastal California lifestyle; an integration of fitness, creative expression and life. Our high energy fast paced retail environment is reflected in the clothes we make. We aim to inspire others to take on all aspects of their lives with clarity, enthusiasm and purpose…while having a lot of fun along the way.

We are proud to be an outlet for opportunity and for personal growth and success.

The Sr. Compensation Analyst will play a pivotal role in the design, implementation, and maintenance of competitive, equitable, and business-aligned compensation programs and structures. Spanning across both HQ and Retail populations, you will implement and administer compensation programs, conduct in-depth analyses of compensation data, and act as an SME partner for leaders and People & Culture Business Partners. This position requires a blend of analytical skills, understanding of compensation principles, and the ability to communicate complex information effectively and manage change within the organization.

• Build, implement and administer compensation programs, including base pay structures, job architecture incentive plans, and recognition programs. Lead the job evaluation process, including job classification, job leveling, and the development of job descriptions to ensure internal equity and consistency.
• Review job descriptions (“JD”) for new and existing roles to ensure the document reflects the intention behind the role. Work with the business to understand jobs, edit JDs and pull market data. Demonstrate the ability to consider the broader department and team when reviewing JD’s.
• Conduct comprehensive analyses of internal and external compensation data to evaluate the competitiveness of our compensation packages across various roles and levels. Participate in third party compensation surveys to obtain up-to-date market data.
• Manage different compensation structures across the business – ability to understand, work within, and educate on various structures (i.e. Retail structure, HQ structure, international structures)
• Partner with the P&C BP and Talent Acquisition teams to set fair, equitable, consistent, and competitive pay for open requisitions and review offers to candidates.
• Play a key role in the mid-year and merit process; work with P&C BPs to review merit proposals, and promotions for pay equity and accuracy.

• Implement and refine compensation processes and procedures to drive efficiency, accuracy, and effectiveness, leveraging technology and automation where possible. Change management.
• Stay informed around best practices in the fields of compensation, benefits, rewards, performance management, and related fields.
• Possess an understanding, and maintain knowledge of all applicable federal, state, and local regulations and compliance requirements that impact pay programs, including but not limited to FLSA, EEO, minimum wage, and compensation disclosure regulations. Develop plans and recommendations to address any required changes.
• Partner with P&C leaders to understand regional compensation trends and issues and identify areas to address and/or localize. Partner with Compensation leadership on solves across the organization.
• Partner with cross functional P&C team on reporting and solutions for compensation related processes and data requirements. Analyze and interpret compensation data to generate insights and develop reports for leadership, identifying trends, areas of concern, and opportunities for improvement.
• Participate in discussions and development of compensation strategies, philosophies, policies, and the relevant education needed to support integration to the broader organization. Identify recommendations for change and improvement.

• Serve as a subject matter expert on compensation matters,…