Sr Compensation Analyst.

Accountabilities:

Independently manage compensation programs, recurring processes, analytical projects, and complex stakeholder requests, ensuring accuracy, consistency, and alignment with organizational objectives.
Conduct job evaluations, salary benchmarking, market pricing, and compensation survey analyses to assess role scope, internal equity, and external competitiveness.
Analyze salary trends, pay movements, incentive outcomes, pay equity, and workforce compensation data to identify opportunities, risks, and areas for improvement.
Develop financial models, scenario analyses, dashboards, recurring reports, and ad hoc presentations that translate complex data into actionable business recommendations.
Support the planning, design, testing, execution, and evaluation of annual compensation programs, including merit increases, promotions, salary planning, and incentive processes.
Review compensation requests and transactions, identify exceptions and potential risks, and recommend solutions that comply with compensation guidelines, governance standards, and established pay philosophies.
Partner with HR business partners, Finance, managers, and business leaders to communicate compensation insights and provide clear, practical guidance on technical compensation matters.
Perform data-quality reviews, audits, reconciliations, and analytical testing to maintain reliable compensation information and identify discrepancies requiring corrective action.
Lead or contribute to compensation projects and continuous-improvement initiatives, from requirements gathering and documentation through implementation and change management.
Identify and implement opportunities to streamline workflows through AI-enabled tools, automation, digital solutions, standardized reporting, and enhanced quality controls.
Monitor external compensation trends, regulatory developments, and evolving market practices to inform program decisions and support ongoing competitiveness.
Maintain accurate job descriptions, market matches, compensation records, analytical methodologies, and process documentation while sharing technical expertise and best practices with junior colleagues.
Requirements:
At least 5 years of progressive professional experience in Compensation, Total Rewards, Human Resources, Finance, data analytics, or a related field, including substantial exposure to compensation programs and analysis.
Demonstrated experience in market pricing, job evaluation, salary surveys, compensation benchmarking, and annual compensation planning processes.
Experience using AI-enabled tools to improve analytical capabilities, streamline processes, or enhance stakeholder support.
Advanced Microsoft Excel skills, with the ability to analyze, reconcile, model, and present complex datasets accurately and efficiently.
Strong analytical thinking and problem-solving skills, including the ability to identify trends, assess risks, evaluate alternatives, and develop practical recommendations.
Ability to translate technical compensation concepts and complex analytical findings into clear, actionable guidance for different audiences.
Strong project management, organizational, and time management skills, with the ability to prioritize competing demands and meet deadlines without compromising quality.
Exceptional attention to detail and a commitment to data accuracy, consistency, and reliable analytical outputs.
Excellent written and verbal communication skills, sound professional judgment, and the ability to work independently while escalating issues appropriately.
Demonstrated discretion and integrity when handling confidential employee information and sensitive compensation data.
Ability to collaborate effectively with stakeholders across functions, geographies, and organizational levels.
A bachelor's degree in Human Resources, Business, Finance, Economics, Data Analytics, or a related discipline is preferred; equivalent relevant experience may also be considered.
A professional compensation certification, such as Certified Compensation Professional (CCP), or progress toward certification is an advantage.
Experience supporting global compensation programs or working in a multinational organization is desirable.
Familiarity with Workday or other human resources information systems and compensation-planning platforms is beneficial.
Additional experience with compensation survey providers, market-data platforms, job architecture, salary structures, incentive plans, pay-equity analysis, dashboards, data visualization, or automated reporting is an asset.
A track record of successful collaboration with HR business partners, business leaders, Finance, Legal, or other cross-functional teams is highly valued.
Benefits:
Competitive salary: Annual base salary range of $74,600–$124,700, depending on experience, qualifications, work location, and other relevant compensation factors.
Remote work arrangement: A United States-based virtual position, subject to the work arrangement established for the selected location.
Healthcare and employee benefits: Access to benefits offered to eligible US employees. Specific healthcare coverage and other benefit details are provided through the employer's benefits program.
Professional development: Opportunities to deepen compensation expertise, strengthen analytical capabilities, and expand knowledge of global Total Rewards practices.
Meaningful ownership: Direct involvement in compensation analyses, annual programs, strategic recommendations, and cross-functional initiatives.
Innovation and technology: Opportunities to contribute to AI adoption, automation, digital transformation, and more efficient compensation processes.
Collaborative environment: Regular engagement with HR, Finance, compensation leaders, and business stakeholders across functions and geographies.
Career growth: Opportunities to develop technical expertise, influence compensation decisions, and contribute to the evolution of global compensation practices.
Flexible collaboration: A virtual working environment with cross-geographical collaboration; occasional meetings outside standard local business hours may be required to support global teams and annual compensation cycles.