Position Summary
The Compensation Systems Analyst serves as a technical and analytical subject‑matter expert for the organization’s compensation technology platforms. This role is responsible for administering, optimizing, and maintaining compensation systems to ensure accurate, timely, and efficient delivery of compensation programs. The analyst partners with Compensation, HRIS, Talent Acquisition, Payroll, and IT to support annual cycles, troubleshoot system issues, build reporting, and enhance data integrity.
This position is ideal for someone who blends strong HR data knowledge with systems expertise and an ability to solve complex problems.
Key Responsibilities
System Administration & Optimization
Maintain, configure, and optimize compensation technology platforms (e.g., Workday, SuccessFactors, UKG, Oracle, or other HRIS tools).
Support compensation planning cycles such as merit, bonus, and equity programs by configuring templates, workflows, eligibility rules, testing, and security.
Troubleshoot system errors, coordinate resolution, and collaborate with HRIS/IT and system vendors as needed.
Ensure system functionality aligns with compensation policies, compliance standards, and organizational goals.
Data Management & Reporting
Develop, maintain, and automate compensation dashboards and reports for business leaders.
Monitor data integrity, perform audits, and identify discrepancies or process gaps.
Provide analytics that support pay equity, market competitiveness, job architecture, and regulatory compliance.
Process Improvement & Project Support
Participate in or lead system enhancement projects, UAT cycles, and technical integrations.
Evaluate and recommend technology improvements to enhance the employee and manager compensation experience.
Document system processes, workflows, and standard operating procedures.
Collaboration & Stakeholder Support
Partner closely with HR Business Partners, Compensation Analysts, Talent Acquisition, and Finance to ensure accurate data flow across platforms.
Provide training, resources, and technical guidance to HR teams and managers on system features.
Support audits and compliance activities related to compensation systems.
Required Qualifications
Bachelor’s degree in Human Resources, Business, Information Systems, Finance, or related field.
2–4+ years of HRIS or compensation experience, with emphasis on systems.
Proficiency with HRIS platforms—Workday Compensation highly preferred (or SuccessFactors, UKG, Oracle, etc.).
Strong analytical and data management skills, including Excel proficiency (VLOOKUP, PivotTables, formulas).
Ability to understand compensation program structures (merit, bonus, salary ranges, job families).
Excellent problem‑solving skills and the ability to translate business needs into technical requirements.
Preferred Qualifications
Experience supporting annual compensation cycles in an enterprise HRIS.
Knowledge of compensation principles and practices (market pricing, job evaluation, pay equity).
HR certifications (CCP, PHR, SHRM-CP) or HRIS certifications (Workday, SAP, Oracle).
Intermediate to advanced data analysis or visualization skills (Power BI, Tableau).
