ROLE PROFILE: A highly experienced, non-managerial compensation professional who leads through technical expertise, enterprise influence, advanced analytics, and executive-level consultation.

Position Summary

The Principal Compensation Analytics Consultant plays a critical role in advancing organizational objectives through the design, administration, and analysis of enterprise compensation programs and strategic Human Resources initiatives. As a senior individual contributor, this role provides expert analytical, consultative, and thought leadership support for salary and incentive programs, market pricing, compensation metrics, job architecture, workforce planning, and pay equity. The position translates complex data into clear business insights, develops executive-ready recommendations, and influences stakeholders across Human Resources and the business to ensure competitive, equitable, scalable, and business-aligned pay practices.

Essential Job Duties

Serves as a trusted compensation advisor to HR leadership, HR Business Partners, and business stakeholders, presenting compensation strategies, workforce insights, market intelligence, risks, and recommendations to support enterprise decision-making.
Leads the design, development, and ongoing enhancement of Power BI dashboards, data models, key performance indicators, and executive reporting solutions for compensation and workforce analytics.
Translates complex compensation and workforce data into concise, actionable insights and executive-level presentations tailored to technical and nontechnical audiences.
Leads the preparation and analysis of monthly and ad hoc compensation metrics, dashboards, and trend reporting to support leadership decision-making and workforce strategy.
Drives continuous process improvement by evaluating compensation workflows, metrics, data sources, controls, and reporting methodologies; recommends and implements scalable enhancements that improve efficiency, accuracy, governance, and user experience.
Reviews, analyzes, and advises on complex salary and incentive recommendations to ensure alignment with internal equity, external market competitiveness, organizational pay philosophy, and business needs.
Leads complex compensation analyses for HR leadership and senior management, including pay equity, job architecture, salary structure, incentive effectiveness, workforce planning, scenario modeling, and financial impact analyses.
Provides subject matter expertise in the design and enhancement of compensation frameworks, salary structures, market-pricing methodologies, job architecture, and incentive program analytics.
Identifies emerging compensation and workforce trends through advanced analytics and provides forward-looking recommendations to Human Resources and business leadership.
Partners with HR Business Partners, Finance, Legal, HR Technology, and management to resolve complex compensation matters and support informed, consistent decision-making.
Creates, maintains, and audits job profiles and job documentation to ensure accuracy, consistency, and alignment with organizational structure, job architecture, and market data.
Leads annual compensation benchmarking and market-pricing activities, including participation in salary surveys covering pay levels and pay practices.
Ensures data integrity through regular compensation audits and validation of Workday, HRIS, Power BI, and related reporting outputs.
Develops clear communication materials, guidance, and executive presentations related to compensation programs, annual processes, and strategic initiatives.
Provides training, technical guidance, and ongoing support to managers and HR partners on compensation tools, processes, analytics, and best practices.
Provides thought leadership and mentorship to compensation analysts and HR colleagues without direct people-management responsibility.
Performs additional duties that support the broader goals of the Compensation team and Human Resources function.

Required Qualifications

Bachelor's degree in Human Resources Management, Business, Finance, Data Analytics, or a related field.
10+ years of progressive experience in Compensation, Total Rewards, Workforce Analytics, or related HR analytical roles, including significant experience supporting enterprise initiatives and senior leadership.
Advanced experience designing and developing Power BI dashboards, data models, KPIs, and executive reporting solutions.
Demonstrated ability to present complex compensation analytics, workforce metrics, risks, and strategic recommendations to senior leaders and diverse stakeholder groups.
Advanced proficiency in Microsoft Excel, including pivot tables, advanced formulas, lookups, data cleaning, macros, and complex analytical models.
Strong experience with Workday Compensation and Advanced Compensation modules, including reporting and data validation.
Demonstrated subject matter expertise in salary structures, market pricing, incentive programs, pay equity, job architecture, and compensation governance.
Ability to analyze large and complex data sets, identify meaningful trends, and translate findings into practical and persuasive recommendations.
Proven ability to lead high-impact projects and influence outcomes across functions without direct managerial authority.
Excellent written and verbal communication, executive presence, consultation, and stakeholder-management skills.
High attention to detail, sound judgment, and strong organizational and project-management skills.

Preferred Qualifications

Certified Compensation Professional (CCP) designation or progress toward certification.
Experience with Workday Reporting, HCM, Recruiting, and related HR technology modules.
Experience with SQL, Tableau, predictive analytics, statistical analysis, or comparable data and visualization tools.
Experience developing data-governance standards and integrating information from multiple HR, finance, and business systems.
Experience supporting large, complex, or multi-business organizations.

OxyChem

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Principal Compensation Analytics Consultant