Compensation Analyst, Senior

## \nCompany:\n\nQualcomm Incorporated\n\n## Job Area:\n\nHuman Resources Group, Human Resources Group \u003e Compensation\n\nGeneral Summary:\n\nSupports and leads the company\u2019s annual review process, base pay, annual incentive plans, equity plans, recognition programs and other related compensation programs. Partners with members of the Compensation team, HR partners, and functional leaders to complete work that is aligned with the company vision. Applies knowledge of principles, best practices, and applicable laws and regulations to enhance our culture by creating an open, fair, and transparent work environment that makes a positive impact on the employees and the company. \n\nThis role requires full-time onsite work in San Diego, CA (5 days per week). \n\nMinimum Qualifications:\n\n\u2022 Bachelor\u0027s degree and 3+ years of Compensation, Human Resources, Finance, or related work experience. \nOR \nAssociate\u0027s degree and 5+ years of Compensation, Human Resources, Finance, or related work experience. \nOR \nHigh School Diploma or equivalent and 7+ years of Compensation, Human Resources, Finance, or related work experience. \n \n*Completed advanced degrees in a relevant field may be substituted for up to two years (Master\u2019s = one year, Doctorate = two years) of work experience.\n\nMinimum Qualifications:\n\nBachelor\u0027s degree and 3+ years of Compensation, Human Resources, Finance, or related work experience. \nOR \nAssociate\u0027s degree and 5+ years of Compensation, Human Resources, Finance, or related work experience. \nOR \nHigh School Diploma or equivalent and 7+ years of Compensation, Human Resources, Finance, or related work experience.\n\nPreferred Qualifications:\n\n\u2022 Bachelor\u0027s degree in Accounting, Business, Data Analytics, Economics, Finance, Human Resources, Mathematics, or related field.\n\n\u2022 5+ years of Compensation work experience.\n\n\u2022 3+ years of utilizing Compensation-related systems/tools (e.g., Advanced Excel, Workday, Tech Industry Surveys, etc.).\n\n\u2022 1+ year of work experience in a role requiring interaction with senior leadership (e.g., Sr. Director level and above).\n\n\u2022 1+ year of experience working in a large matrixed organization.\n\nPrincipal Duties and Responsibilities: \n\u2022 Leverages knowledge of compensation principles, processes, and best practices to support and drive compensation programs (e.g., base pay, annual incentive plans, equity plans, etc.) that aid in talent attraction and retention with minimal supervision. \n\u2022 Develops compensation proposals, including title and/or salary adjustments for conformance with established policies and procedures. \n\u2022 Supports reviews of compensation programs and policies to ensure they are market competitive, aligned with corporate goals, and in compliance with applicable legislative and regulatory requirements and laws. \n\u2022 Collaborates with Compensation team members, HR Partners, functional leaders, and external consultants to complete work. \n\u2022 Collaborates with Talent Acquisition in developing competitive compensation packages for prospective candidates. \n\u2022 Works cross-functionally with Legal, Finance, Tax, and/or Internal Audit teams to ensure compensation programs are accurately reported and compliant with all applicable laws and regulations. \n\u2022 Provides support during the company\u2019s annual review process by assisting with a variety of activities - modeling program funding, developing and testing program guidelines, reviewing proposed recommendations to guidelines, budgets, and internal consistencies, analyzing and developing pay recommendations for a workforce, etc. \n\u2022 Provides input on the strategic direction for compensation programs.\n\n\u2022 Gathers, integrates, and interprets data and information from various sources to understand slightly complex issues and recommends solutions. \n\u2022 Works with data for projects with minimal direction and conducts analyses to recommend solutions for moderately complex issues. \n\u2022 Leverages internal and external compensation data to make data-based decisions and recommendations regarding compensation-related topics and projects, including the annual market benchmarking process. \n\u2022 Acquires advanced knowledge on the evolving regulatory environment, pay equity, and other areas related to compensation. \n\u2022 Writes and organizes technical documentation for compensation-related decisions, projects, and/or processes with minimal supervision.\n\n\u2022 Support recognition programs through analyzing data, ad-hoc reporting and providing support to employee inquiries, as needed.\n\n\u2022 Support equity team with projects and ad-hoc analysis on an as-needed basis.\n\nLevel of Responsibility: \n\u2022 Works under some supervision. \n\u2022 Provides some supervision/guidance to other members; does not have direct reports. \n\u2022 Decisions are moderate in nature. Errors are detected and corrected with relatively minor financial impact or effect on projects, operations, or customer relationships. May require involvement beyond immediate work group to correct. \n\u2022 Requires verbal and written communication skills to convey information that may be somewhat complex to others who may have limited knowledge of the subject in question. Role may require basic negotiation and influence, cooperation, tact, and diplomacy, etc. \n\u2022 Has a moderate amount of influence over key organizational decisions (e.g., is consulted by senior leadership to make key decisions). \n\u2022 Most tasks require multiple steps which can be performed in various orders; some planning and prioritization must occur to complete the tasks effectively; mistakes may result in some rework. \n\u2022 Creativity is needed to draft original documents, imagery, or work products within established guidelines. \n\u2022 Deductive problem solving is required to solve moderately complex problems; most problems have defined processes of diagnosis/detection; some limited analysis may be required. \n\u2022 Occasionally participates in strategic planning within own area affecting immediate operations.\n\nQualcomm is an equal opportunity employer. If you are an individual with a disability and need an accommodation during the application/hiring process, rest assured that Qualcomm is committed to providing an accessible process. You may e-mail [email protected] or call Qualcomm\u0027s toll-free number found here. Upon request, Qualcomm will provide reasonable accommodations to support individuals with disabilities to be able participate in the hiring process. Qualcomm is also committed to making our workplace accessible for individuals with disabilities. (Keep in mind that this email address is used to provide reasonable accommodations for individuals with disabilities. We will not respond here to requests for updates on applications or resume inquiries).\n\nTo all Staffing and Recruiting Agencies: Our Careers Site is only for individuals seeking a job at Qualcomm. Staffing and recruiting agencies and individuals being represented by an agency are not authorized to use this site or to submit profiles, applications or resumes, and any such submissions will be considered unsolicited. Qualcomm does not accept unsolicited resumes or applications from agencies. Please do not forward resumes to our jobs alias, Qualcomm employees or any other company location. Qualcomm is not responsible for any fees related to unsolicited resumes/applications.\n\nEEO Employer: Qualcomm is an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, Veteran status, or any other protected classification.\n\nQualcomm expects its employees to abide by all applicable policies and procedures, including but not limited to security and other requirements regarding protection of Company confidential information and other confidential and/or proprietary information, to the extent those requirements are permissible under applicable law.\n\nPay range and Other Compensation \u0026 Benefits: \n\n$105,200.00 - $157,800.00\n\nThe above pay scale reflects the broad, minimum to maximum, pay scale for this job code for the location for which it has been posted. Even more importantly, please note that salary is only one component of total compensation at Qualcomm. We also offer a competitive annual discretionary bonus program and opportunity for annual RSU grants (employees on sales-incentive plans are not eligible for our annual bonus). In addition, our highly competitive benefits package is designed to support your success at work, at home, and at play. Your recruiter will be happy to discuss all that Qualcomm has to offer \u2013 and you can review more details about our US benefits at this link.\n\nIf you would like more information about this role, please contact Qualcomm Careers.\n