Analyst Compensation

Category/Area of Expertise: Compensation
Job Requisition: 464275
Address: USA-MA-Quincy-1385 Hancock Street
Store Code: Compensation (5165884)

Ahold Delhaize USA, a division of global food retailer Ahold Delhaize, is part of the U.S. family of brands, which includes five leading omnichannel grocery brands - Food Lion, Giant Food, The GIANT Company, Hannaford and Stop & Shop. Our associates support the brands with a wide range of services, including Finance, Legal, Sustainability, Commercial, Digital and E-commerce, Technology and more.

Position Overview:

The Compensation Analyst plays a key role in supporting the design, administration, and analysis of compensation programs that align with organizational goals and market standards across ADUSA Brands. This role is responsible for calculating and administering short- and long-term incentive awards, merit increases, and other compensation adjustments. It involves analyzing market data and ensuring internal range equity and compliance.

The analyst collaborates with HR Business Partners and cross-functional teams to provide compensation insights, resolve issues, and support system configuration for effective program delivery across ADUSA Brands. Additional responsibilities include maintaining compensation structures, participating in salary surveys, and contributing to process improvements that enhance consistency, transparency, and operational efficiency.

Key Responsibilities:

Compensation Activities:

• Lead and serve as a subject matter expert on compensation projects involving HR Technology, IT, and business functions, ensuring effective collaboration across teams.

• Act as a recognized authority on ADUSA Brand compensation programs, processes, and systems.

• Deliver timely, practical solutions to support compensation administration across ADUSA Brands.

• Manage key department activities and systems to ensure timely and accurate execution of the U.S. compensation planning cycle.

• Monitor and evaluate compensation process performance to identify and implement improvements.

• Assist with salary survey data and responses, maintain market methodology for salary range development and related system maintenance.

• Creating and validating short-term incentive accruals
• Executing short-term incentive payments
• Determining and managing long-term incentive share grants and vesting
• Maintaining accurate wage and merit processes within HR systems
• Developing and maintaining desktop procedures for all work products

• Participate in salary surveys and ensure accurate data submission.
• Maintain market-based methodology for salary range development and apply consistent pricing techniques to benchmark roles.
• Support updates to compensation systems, ensuring data integrity, and alignment with organizational strategies.

• Respond to inquiries, interpret gray areas, and suggest process improvements.

• Perform analytical tasks, identify root causes of errors, and recommend practical corrective actions.
• Utilize advanced tools (e.g., databases) to solve problems.

• Serve as a project lead, partnering with business and HR leaders to apply compensation expertise to solve moderately complex business problems.

• Conduct configuration testing and maintenance tasks for compensation systems to ensure accuracy and functionality.

• Education: Bachelor's Degree and at least three years' relevant work experience or equivalent combination of education and progressively responsible relevant compensation experience.
• Relevant Experience:

• Hands-on experience with compensation cycles, incentive programs, and policy interpretation.
• Involvement in system configuration, testing, and troubleshooting for compensation modules.
• Experience analyzing pay structures, managing incentive programs, and supporting compensation planning.
• Skills: Intermediate MS Office skills (Excel, Word, PowerPoint); Access, Power BI, SuccessFactors, Market Pay, and PeopleFluent preferred.

• Competencies: Strong analytical skills, attention to detail, ability to work independently, and maintain high confidentiality.
• Travel: 5% of time spent outside the assigned office.