Compensation Analyst

Compensation Analyst

Maurices is a women's apparel retailer that celebrates feel good fashion for real life. It's committed to its service with style promise and offering affordable fashion that takes women from workday to weekend and all of life's adventures in between. With inclusive sizing from 0-24, Maurices is famous for its versatile styles including key categories such as denim, dresses, tops, and more. Established in 1931, Maurices operates 935 stores in communities across North America. Discover even more fashion at maurices.com.

Position Overview:

The Compensation Analyst will assist with administration and maintenance of compensation programs and projects with a focus on building solutions that attract, retain, and motivate top talent across a multi-state, multi-unit organization. Responsibilities encompass base pay, incentive pay, and equity management. Will assist with the analysis and implementation of other various compensation related programs, practices, and policies. The ideal candidate will have deep expertise in market pricing, incentive compensation, and experience supporting both part-time and full-time employees, including front-line roles.

Essential Duties and Functions:

• Conduct market pricing and benchmarking analyses to ensure competitive and equitable compensation practices.
• Support the development, implementation, and administration of base pay structures, variable pay programs, and incentive compensation plans.
• Partner with HR Business Partners and Talent Acquisition to provide compensation guidance for job offers, promotions, and internal equity reviews.
• Analyze compensation data across multiple states and business units to identify trends, gaps, and opportunities.
• Ensure compliance with federal, state, and local compensation laws and regulations.
• Assist in the annual compensation planning cycle, including merit increases, bonus calculations, and salary structure adjustments.
• Develop and maintain compensation tools, dashboards, and reports to support decision-making.
• Collaborate with Finance to align compensation strategies with business objectives.
• Provide training and support to HR and leadership on compensation policies and practices.
• Develop and execute process improvements to streamline forms, reports, and statements.

Education/ Skills and Experience Requirements:

• Bachelor's degree in HR, Business, Finance, or related field and CCP certification preferred.
• 5+ years of progressive experience in compensation analysis, preferably in a multi-state, multi-unit organization.
• Demonstrated experience with market pricing methodologies and compensation survey tools (e.g., salary.com, Mercer, Willis Towers Watson).
• Experience designing and administering incentive compensation programs.
• Familiarity with compensation strategies for both part-time and full-time employees, especially in front-line operational roles.
• Strong analytical skills with proficiency in Excel and HRIS systems.
• Excellent communication and interpersonal skills with the ability to influence and collaborate across functions.
• Strategic thinker with a passion for data-driven decision-making.
• Comfortable navigating ambiguity and managing multiple priorities.
• Committed to equity, transparency, and continuous improvement in compensation practices.

Location:

Corporate Office-Maurices-Duluth, MN 55802

Position Type:

Regular/Full time

Pay Range: Annual Salary: $70,000.00 - $90,000.00

Equal Employment Opportunity

The Company is committed to hiring and developing the most qualified people at all levels. It is our policy in all personnel actions to ensure that all associates and potential associates are evaluated on the basis of qualifications and ability without regard to sex (including pregnancy), race, color, national origin, religion, age, disability that can reasonably be accommodated without undue hardship, genetic information, military status, sexual orientation, gender identity, or any other protected classification under federal, state, or local law. We do not discriminate in any of our employment policies and practices. All associates are expected to follow these principles in all relationships with other associates, applicants, or others with whom we do business.