Porch Group is a leading vertical software and insurance platform and is positioned to be the best partner to help homebuyers move, maintain, and fully protect their homes. We offer differentiated products and services, with homeowners insurance at the center of this relationship. We differentiate and look to win in the massive and growing homeowners insurance opportunity by
1) providing the best services for homebuyers
2) led by advantaged underwriting in insurance
3) to protect the whole home.
As a leader in the home services software-as-a-service (“SaaS”) space, we’ve built deep relationships with approximately 30 thousand companies that are key to the home-buying transaction, such as home inspectors, mortgage companies, and title companies.
In 2020, Porch Group rang the Nasdaq bell and began trading under the ticker symbol PRCH. We are looking to build a truly great company and are JUST GETTING STARTED.
Job Title: Sr. Compensation Analyst
Location: Mexico
Workplace Type: Remote
Job Summary
The future is bright for the Porch Group, and we’d love you to be a part of it as a Sr. Compensation Analyst
The Senior Compensation Analyst is a key individual contributor on the global Total Rewards team, advising HR Business Partners, Talent Acquisition and business leaders on compensation matters, driving the annual and mid-year compensation review cycles in Workday, and providing analytical support on compensation programs.
This approximately 6-month contract engagement focuses on shaping sales incentive plan design for Porch’s LATAM and India teams, applying standard US sales incentive plan design principles. The role supports Porch’s growth by keeping pay programs competitive, compliant and aligned with business goals.
What You Will Do As A Sr. Compensation Analyst
Architect sales incentive plans for LATAM and India, defining plan structure, pay mix, performance metrics, quota and target setting, payout curves and plan documentation, so sales pay motivates performance and reflects local market practice.
Influence Sales, Finance, HR and Legal leaders by adapting standard US sales incentive plan design principles to the legal requirements and market conditions of LATAM and India, resulting in plans that are competitive, compliant and cost-effective.
Lead consultation on sales, short-term and long-term incentive plans, including the annual plan refresh, plan documentation and goal setting.
Define leveling, salary ranges and incentive eligibility for new and changed positions through benchmarking, and maintain job profiles in Workday to keep pay decisions consistent and market-competitive.
Influence HR Business Partners and Talent Acquisition on pay decisions, policy interpretation, job evaluations and job offers, and communicate changes to compensation policy and programs.
Drive the annual and mid-year compensation review cycles in Workday, including merit budget development, system setup and testing with People Systems, budget tracking and consolidation of results for approval, and the quarterly compensation accrual process that supports accounting quarter-end.
Lead annual compensation survey submissions and the Payfactors relationship, and shape salary structures, pay policies and practices from market data analysis, championing process improvements grounded in research and best practices.
Anticipate changes in US federal, state and non-US compensation laws and regulations (including FLSA, pay equity, pay transparency, SOX, SEC and DOL) and resolve compliance questions with Legal; provide analysis for mergers and acquisitions and other special projects.
What You Will Bring As A Sr. Compensation Analyst
Bachelor’s degree or equivalent experience (required)
8 years of related compensation experience, preferably in a US publicly traded company (required)
Working knowledge of standard US sales incentive plan design principles (required)
In-depth knowledge of US compensation laws and regulations, including the IRS code, FLSA, 409A, EEO,…