The Company

We lift economies and communities by advancing the way the world pays, banks and invests. In the time you’ve taken to read this one sentence, our platforms have processed over 8,000 transactions and this number grows daily.
FIS stays ahead of how the world is evolving to power businesses, across merchants, banking and capital markets, to outpace today’s fast-changing competitive landscape and help our clients run, grow and achieve more for their business.
We want all our people to bring their very best self into work, and that means balancing priorities and passions, at work and at home. We create teams without barriers, fostering creativity and innovation - behaviors that we value in everything we do.
Join us now to realize your own future growth and success.

The Opportunity

FIS's growth isn't just due to our first-in-class products and services--sure, it's partly that, it's also because we seek out and hire the best of the best. From finding sought-after talents to creating colleague-focused programs and resources, our Human Resources team cares about one thing: finding and hanging onto great team members. When great minds come together at FIS, great things happen.

The Principal Compensation Analyst develops, implements and administers compensation policies and programs. Beyond that, he/she will also prepare job descriptions, reflecting on job responsibilities, activities, duties and basic requirements. In order to attract the best talent, he/she will review the competitive field for comparable jobs and their salaries to make recommendations and updates to FIS's pay structure. Further, he/she will assist in planning and implementing other incentive programs, such as bonus pay, sales compensation and stock options. By offering our team members with a competitive salary and benefits, we can attract the best talent to build on FIS's monumental success.

The Day-to-Day

Responsibilities:

Performs staff support activities to develop, implement and administer compensation policies and programs.

Audits jobs for content and prepares job descriptions reflecting job responsibilities, activities, duties and requirements.

Develops and/or participates in compensation surveys to collect and analyze competitive salary information to determine company's competitive position.

Reviews proposed salary adjustments for conformance to established guidelines, policies and practices.

Recommends corrective or alternative actions to resolve compensation-related problems.

Reviews requests for new or revised classifications to determine appropriate salary grade assignment.

Formulates recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures.

Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action.

May prepare special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation or stock options.

May include administration of domestic and/or international programs.

Having wide-ranging experience, uses professional concepts and company objectives to resolve complex issues in creative and effective ways.

Possesses complete understanding of incentive compensation principles, concepts, functions and systems related to area of responsibility.

Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors.

Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results.

Networks with key contacts outside own area of expertise.

Completes complex incentive compensation tasks, supports incentive compensation projects, performs complex research and analysis, supports cross functional teams working on issue resolution.

Determines methods and procedures on new assignments and may coordinate activities of other personnel.

Qualifications:

Typically requires a minimum of 8 years of related experience with a Bachelor's degree; or 6 years and a Master's degree; or a PhD with 3 years of experience; or equivalent experience.

Knowledge of key incentive compensation systems including Business Objects, Enterprise Data Warehouse and Internal Reporting Systems.

All the above duties and responsibilities are essential job functions for which reasonable accommodation will be made. All job requirements listed indicate the minimum level of knowledge, skills and/or ability deemed necessary to perform the job proficiently. This position description is not to be construed as an exhaustive statement of duties, responsibilities or requirements. Colleagues may be required to perform any other job-related instructions as requested by their leader, subject to reasonable accommodation.

Privacy Statement

FIS is committed to protecting the privacy and security of all personal information that we process in order to provide services to our clients. For specific information on how FIS protects personal information online, please see the Online Privacy Notice.

EEOC Statement

FIS is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, genetic information, national origin, disability, veteran status, and other protected characteristics. The EEO is the Law poster is available here supplement document available here

For positions located in the US, the following conditions apply. If you are made a conditional offer of employment, you will be required to undergo a drug test. ADA Disclaimer: In developing this job description care was taken to include all competencies needed to successfully perform in this position. However, for Americans with Disabilities Act (ADA) purposes, the essential functions of the job may or may not have been described for purposes of ADA reasonable accommodation. All reasonable accommodation requests will be reviewed and evaluated on a case-by-case basis.

Sourcing Model

Recruitment at FIS works primarily on a direct sourcing model; a relatively small portion of our hiring is through recruitment agencies. FIS does not accept resumes from recruitment agencies which are not on the preferred supplier list and is not responsible for any related fees for resumes submitted to job postings, our employees, or any other part of our company.