Compensation Analyst

Chesapeake Utilities Corporation

Career Opportunity

Compensation Analyst

Location: Hybrid within service area states of DE, PA, MD, OH, VA, NC, FL, GA with periodic travel

What makes us great..

At the heart of our Company is a dedication to delivering energy that drives progress. We put people first, work to keep them safe and build trusting relationships.

Your role in our success:

This role is responsible for analyzing, designing, and administering compensation programs to support our ability to attract and retain talent, as well as ensuring market competitiveness and compliance. This individual will play an essential role in the development and execution of compensation strategies that align with the company’s strategic goals, unique needs of our businesses, and reflecting industry best practices. This individual will work closely with HR Business Partners, department heads, and leadership teams to provide data-driven insights and recommendations related to employee compensation.

What you’ll be working on…

Compensation Analysis & Benchmarking:

Compensation Administration:

Compliance, Reporting & Documenting:

Consultation as a Subject Matter Expert (SME):

Data Integrity:

Process Improvement & Projects:

Who you are:

Who you are...

Where you'll be working...

Benefits/what’s in it for you?

Chesapeake Utilities Corporation is an equal opportunity employer committed to creating a diverse workforce. We consider all qualified applicants without regard to race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability or veteran status, among other factors. Applicants with a disability that need assistance applying for a position may email careers@chpk.com

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)