Senior Compensation Analyst

Role Overview

• Conduct job evaluations using established job evaluation methodologies to ensure internal equity and alignment with the organization’s job architecture.
• Partner with HR and business leaders to review new, evolving, or complex roles and recommend appropriate job levels and pay positioning.
• Perform internal equity analyses and develop recommendations to address gaps while balancing business, talent, and budget considerations.
• Lead large-scale market pricing studies using external survey data to assess competitiveness across roles and geographies (US primary plus some international markets).
• Manage the annual review and update of salary structures based on market trends, internal data, and organizational strategy.
• Conduct market benchmarking for short-term incentive and variable pay programs to assess competitiveness and support program design decisions.
• Develop cost-effective compensation solutions and present findings and recommendations to senior HR and, on occasion, support the presentation to business leadership.
• Complete and submit relevant compensation surveys; maintain documentation of survey participation and outcomes.
• Coordinate with external consultants and vendors on specialized surveys or custom market studies.
• Support budgeting and forecasting for compensation survey participation and related expenses.
• Support the design, execution, and governance of annual compensation cycles, including performance reviews, merit increases, and related approval workflows.
• Analyze outcomes of annual programs to assess effectiveness, equity, and alignment with pay-for-performance principles.
• Provide guidance to HR partners and managers on compensation guidelines, program mechanics, and decision-making.
• Support the design, administration, and annual execution of variable pay and incentive programs, including data validation, modeling, and payout analysis.
• Partner with HR, Finance, and business leaders to ensure incentive outcomes align with plan design, performance results, and governance guidelines.
• Analyze incentive plan effectiveness and provide recommendations to improve alignment with pay-for-performance objectives.
• Conduct periodic pay equity analyses to identify disparities, assess root causes, and develop recommendations to address gaps while balancing legal, financial, and organizational considerations.
• Monitor and support compliance with compensation-related legislation, including pay transparency laws, minimum wage and minimum exempt salary requirements, federal contractor provisions, and other applicable regulations.
• Partner with Legal, HR, and leadership to ensure compensation programs, structures, and practices align with evolving regulatory requirements and internal equity standards.
• Partner with HRIS & HR Ops, plus Payroll/Finance as applicable, to ensure accuracy and integrity of compensation-related data in the system of record.
• Serve as a compensation subject matter expert on pay programs for HR system implementations or enhancements impacting.
• Identify opportunities for automation and process improvements within compensation administration.
• Support system configuration, data flows, and reporting related to variable pay and incentive plan administration.
• Review and recommend updates to compensation policies, procedures, and guidelines to ensure clarity, compliance, and scalability
• for US and international markets where the company operates.
• Act as a trusted advisor to managers and HR colleagues on compensation decisions and policy interpretation.
• Develop and deliver compensation-related training and contribute to audit, education, and quality assurance activities.

Requirements

• Minimally an associate’s degree/Diploma in Business/HR Management or related field required.
• CCP or progress toward CCP certification strongly preferred.
• Minimum of 6+ years of progressive compensation experience, preferably in a mid-to-large, complex organization with multiple locations.
• Experience working with compensation surveys, job evaluation methodologies, annual compensation cycles, and variable pay/incentive programs.
• Strong knowledge of compensation principles, job architecture, market pricing, and pay-for-performance programs.
• Strong analytical skills, detail and accuracy orientation, checks work quality, able to recognize patterns and data concerns (e.g. ability to translate data into clear, actionable recommendations).
• Proficiency in HRIS and compensation management systems; advanced Excel and data analysis capabilities.
• Ability to discuss compensation concepts and application with team members and internal clients; including ability to influence and advise with confidence, discretion, and sound judgment.
• Strong written and verbal communication skills, including the ability to present complex concepts clearly.
• Understanding of U.S. compensation regulations and general awareness of global pay practices.
• Proven ability to manage multiple priorities, work independently, and deliver high-quality outcomes in a fast-paced environment.

Benefits

• Full benefit package including medical, dental and vision coverage
• Flexible spending account options
• Voluntary insurances
• Paid time off
• Flex-time schedules
• Remote work options
• 401k plan
• Employee perk programs