Sr. Compensation Analyst
Position Overview
The Senior Compensation Analyst plays a critical role in designing, evaluating, and administering compensation and incentive programs that support business strategy and talent objectives at a Fortune 500, global industry-leading organization. This role partners closely with HR, Talent Acquisition, Finance, and business leadership to develop competitive, scalable, and equitable pay programs. The ideal candidate brings strong analytical expertise, compensation design experience, and the ability to translate data into clear, actionable recommendations for senior leadership.
Key Responsibilities
- Support the design and administration of base pay structures and incentive compensation programs
- Conduct job evaluations, market pricing, and compensation benchmarking using survey data and internal analytics
- Partner with HR Business Partners and Talent Acquisition to provide salary recommendations for new hires, promotions, and internal mobility
- Analyze compensation trends, pay equity, and market competitiveness; present findings and recommendations to leadership
- Develop reports, dashboards, and executive-ready summaries to communicate compensation insights
- Ensure compensation programs comply with company policies, regulatory requirements, and market best practices
- Identify opportunities to improve compensation processes, tools, and data models
Required Skills & Qualifications
- 3–5+ years of experience in Compensation, HR Analytics, or related analytical HR function
- Experience supporting compensation design, salary structures, and/or incentive programs strongly preferred
- Advanced Excel skills (pivot tables, modeling, advanced formulas, large dataset analysis)
- Experience with compensation survey tools (MarketPay, Mercer, Radford, etc.) preferred
- Experience working in HRIS systems such as Workday preferred
- Strong analytical mindset with ability to translate complex data into business recommendations
- Ability to influence stakeholders and communicate with senior leadership
- High level of integrity and discretion with confidential compensation data
Education:
Bachelor’s degree in HR, Business, Finance, or related field required
Preferred Certifications:
CCP, PHR, SPHR
