Job Summary:
The Senior Compensation Analyst plays a key role in developing, analyzing, and implementing compensation programs that support the organization's strategic goals and ensure market competitiveness, internal equity, and legal compliance. This role provides expert-level analytics, consultation, and project leadership in the design and administration of base pay, incentive, and recognition programs while also contributing to career architecture initiatives such as job analysis, job architecture frameworks, titling conventions, and market pricing strategies.
The ideal candidate brings deep technical expertise in compensation, strong business acumen, and a consultative approach to support the organization’s ability to attract, retain, and reward top talent.
Key Responsibilities:
Incentive Program Management
- Lead and execute the modeling, analysis and administration of short-term incentive (STI) and long-term incentive (LTI) programs, including cash bonus plans and performance-based awards.
- Lead the LTI end-to-end administration process, including partnering with legal to develop LTI Agreements, LTI vesting administration and reporting, and issuing annual grants.
- Partner with Finance, Legal, and HRBPs to ensure alignment of incentive plans with business goals and budget.
- Track and deliver detailed and accurate incentive plan reporting to Accounting for accrual purposes.
- Monitor plan effectiveness and competitiveness; recommend enhancements or adjustments as needed.
- Prepare materials and analysis for executive review where applicable.
Compensation Strategy & Operations
- Administer the annual merit cycle including managing incentive programs with accurate calculations and reporting, partnering with the compensation team in pre-planning and prepping the launch in the annual cycle system.
- Conduct complex market pricing and job evaluations using survey data and internal benchmarks to ensure external competitiveness and internal equity.
- Analyze and interpret compensation data to assess competitiveness and recommend changes to pay structures and compensation programs.
- Provide guidance to HRBPs and internal customers on job offers, promotions, and salary adjustments for complex or senior-level roles.
- Lead or co-lead compensation-related projects such as the annual market analysis or system implementations (e.g., Workday, LTI Administration Platforms).
- Partner with the Head of Compensation, HRBPs, Talent Acquisition and Learning & Development to educate and advise on compensation philosophy, practices, and tools.
- Assist in the preparation of materials for employees, managers, or executive presentations.
- Play a leading role in adhering to and providing support for the SOX audit process.
Job Architecture & Career Frameworks
- Play a key role in contributing to the development and maintenance of job architecture and Career Framework, including job families, levels, titling standards, and career path frameworks.
- Evaluate new and evolving roles for appropriate alignment within the career framework.
- Collaborate with HR and business leaders to ensure clarity, consistency, and scalability in role structures across the organization.
- Perform other related duties as assigned.
Qualifications:
- Bachelor’s degree in Human Resources, Business, Finance, or a related field; CCP certification preferred.
- 5+ years of progressive compensation experience, with demonstrated expertise in incentive plan management and career framework design.
- Proficiency in tools such as MarketPay, Workday and Shareworks preferred.
- Strong communication, stakeholder management and interpersonal skills with ability to communicate effectively at all levels of the organization and explain compensation topics to non-HR stakeholders.
- Takes initiative to identify opportunities, anticipate challenges, and independently drive compensation analyses and projects through completion with minimal management oversight.
- Advanced Excel skills (e.g., VLOOKUPs, pivot tables, modeling).
- Strong analytical, problem-solving, and critical thinking skills.
- Deep knowledge of compensation practices, regulatory requirements (e.g., FLSA), and survey methodologies.
- Detail oriented with project management and organizational skills.
- Must be able to work standard business hours, with occasional extended hours during compensation cycles or special projects.
- Demonstrated high integrity in all aspects of work, maintaining confidentiality and adhering to ethical standards when handling sensitive compensation data and employee information.
At Argo/Farm Family, we value in-person collaboration as a vital part of our culture, which is why we ask our team members to be primarily in the office. This approach helps us work together effectively and create a supportive, connected environment for our team and clients alike.
