Location: Clearwater, FL (Onsite)

Work Arrangement: Hybrid (2-3 days onsite)

Position Type: Contract-to-Permanent

Our client is seeking a Compensation Analyst to support key compensation initiatives, including market benchmarking, compensation analytics, job architecture development, and Workday compensation structure projects. This is an excellent opportunity for a detail-oriented compensation professional who enjoys working with data, partnering with HR teams, and helping build scalable compensation programs within a growing organization.

The successful candidate will play a hands-on role in analyzing market data, supporting compensation planning activities, and contributing to an ongoing job architecture project. This position offers long-term potential and is expected to transition into a permanent role.

Key Responsibilities:

Administer day-to-day compensation programs, including salary structures, grade maintenance, job profiles, and pay practices.
Conduct market pricing and benchmark analysis utilizing survey data and external compensation sources.
Maintain market pricing databases and compensation survey participation activities.
Support compensation reviews related to promotions, transfers, new hires, market adjustments, and organizational changes.
Prepare compensation analyses and recommendations for review by Compensation leadership.
Assist in maintaining compensation policies, procedures, and documentation.
Maintain and administer end-to-end annual merit and bonus planning processes through Workday Advanced Compensation.
Maintain job architecture components, including job families, job profiles, career levels, job classifications, and compensation grades.
Support system configuration and testing for compensation-related enhancements, upgrades, and integrations.
Monitor data quality within Workday and partner with HRIS to resolve discrepancies.
Create and maintain Workday reports, dashboards, and compensation analytics tools.
Analyze workforce compensation trends, pay positioning, salary compression, and other compensation metrics.
Support security and data audits, validation processes, and governance activities related to compensation data.
Assist in developing manager guidance materials, training resources, and compensation communications.
Support mergers, acquisitions, and integration activities by gathering and analyzing compensation data.
Participate in compensation projects and process improvement initiatives.

Qualifications & Skills:

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, or a related field.
2-5 years of compensation experience, including administering compensation programs and processes.
Workday Compensation and/or Advanced Compensation experience strongly preferred.
Experience with compensation survey tools and market pricing methodologies preferred.
CCP designation or progress toward certification preferred.
Knowledge of compensation principles, salary structures, market pricing, and job architecture concepts.
Experience with Workday Compensation, Advanced Compensation, reporting, and business process administration.
Strong analytical and quantitative skills.
Advanced Excel skills, including pivot tables, lookups, and data modeling.
Ability to interpret and analyze large data sets.
Strong attention to detail and data accuracy.
Excellent organizational and project management skills.
Ability to handle confidential and sensitive information appropriately.
Strong communication and stakeholder support skills.

The indicated pay range is a good‑faith estimate based on required qualifications, experience, training, and other factors permitted by law. It reflects the pay band established by the client company. Actual offers may vary depending on skills, experience, geographic location, and expected work quality. Most candidates start in the lower half of the range. Pay history is not considered where prohibited by law. This information serves as a general guideline for compensation discussions.

To support a fair and efficient hiring process, we may use artificial intelligence (AI) tools to help review applications. Our team carefully reviews all candidates, and AI is used only as a support tool—never as the sole decision-maker.

Wilson

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