Does this position interest you? You should apply – even if you don’t match every single requirement! We're known as an auto glass company. That's the focus of what we do. But beyond the glass, we're so much more. We'll help you build a fulfilling career and encourage you to have a life. Let us be the best place you'll ever work.
A Brief Overview
The Senior Compensation Analyst independently provides a full range of compensation consulting services to key stakeholders, including senior leaders, HR Business Partners, Field Operations and Corporate leaders (as assigned), and Talent Acquisition. This role advises on base pay, short‑term variable compensation, job classification, market pricing, pay‑for‑performance practices, and workforce structure considerations, ensuring alignment with business strategies and competitive market trends.
The role serves as an internal subject matter expert on compensation program design and delivery; contributes key input to enterprise and client‑specific compensation initiatives; and applies continuous improvement practices to strengthen program effectiveness and support overall business objectives.
What You Will Do
Develops and administers compensation programs - including base pay, incentive plans, job architecture and related policies to support assigned customer groups in a manner that is cost effective, competitive and aligned with organizational objectives and market trends.
Serves as a compensation subject matter expert and trusted adviser to Talent Acquisition, People Business Partners (PBP’s), and managers on market and economics trends, organizational structures, job leveling, market pricing, job classification, offer development and salary administration to ensure alignment with business strategy and compensation philosophy.
Delivers quantitative and qualitative analyses across a variety of compensation programs and ad-hoc projects, by:
- Leading or participating in project teams to support various needs or initiatives.
- Conducting special studies or ad-hoc analysis to support emerging business priorities, strategic shifts or changes in competitive market dynamics.
- Modeling financial, operational and productivity metrics to evaluate new and existing compensation programs or design changes.
- Providing insights and actional recommendations related to for compensation design or alternative modeling approaches.
Plays an integral role in the annual salary and bonus planning process, including Workday configuration and functionality, system testing, communication materials and reporting. Partners to ensure that compensation recommendations align with established budgets and “pay for performance” expectations across the organization.
Analyzes company compensation policies in relation to government wage and hour regulations, prevailing rates for similar jobs in comparable industries or geographic areas, and recommends changes as appropriate to establish and maintain competitive rates. Educates managers and HR staff on concerns; escalates issues as needed.
Education Qualifications
- Bachelor's Degree Business or equivalent Preferred
Experience Qualifications
- 4-6 years related compensation experience, including design of incentive compensation plans, merit planning, job pricing, and pay administration. Required
Skills And Abilities
- Demonstrated ability to deliver strong consultative support to business partners while balancing broader compensation objectives, governance, and enterprise priorities.
- Advanced proficiency in Excel required; experience with MS Access preferred
- Experience with HCM systems; Workday experience strongly preferred
- Experience supporting largely hourly or retail industry organizations and/or multi-state, multi-location workforces preferred
- Self‑motivated and highly organized problem solver with strong process and project management skills; able to manage multiple priorities and deadlines effectively.
- Excellent interpersonal skills with a high level of discretion and sensitivity to confidential information. Thoughtful and analytical, driving actionable strategies based on data.
- Proven ability to provide advisory and consultative guidance and influence stakeholders through clear, effective written and verbal communication.
- Experience with compensation tools and systems, including market pricing platforms (e.g. Market Pay), preferred.
If you're looking for an opportunity to be a part of a work family that values collaboration, innovation and dedication, we're the right company for you.
This job description in no way states or implies that these are the only duties to be performed by an employee occupying this position. Employees may be required to perform other related duties as assigned to ensure workload coverage. This job description does NOT constitute an employment agreement between the employer and employee and is subject to change by the employer as the organizational needs and requirements of the job change.
This position description is not all inclusive for every aspect of this role. Reasonable accommodations will be made for individuals covered by ADA, ADEA, FMLA and other laws and regulations in accordance with their requirements. Physical and mental demands are not, and should not be construed to be job qualification standards, but are illustrated to help the employer, employee and/or applicant identify tasks where reasonable accommodations may need to be made when an otherwise qualified person is unable to perform the job’s essential duties because of an ADA disability.
Other qualifications may be required to ensure employment eligibility in accordance with local laws, regulations and with Safelite Group, Inc. policies and practices.
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Diversity: Safelite welcomes everyone. We value our diverse workforce and suppliers, and we’re proud to be an equal opportunity employer. Learn more at Careers http://safelite.com/Careers
Benefit amounts are estimates only. Actual values will depend on benefit elections during enrollment.
This position description is not all inclusive for every aspect of this role. Reasonable accommodation will be made for individuals covered by ADA, ADEA, FMLA and other laws and regulations in accordance with their requirements. Physical and mental demands are not and should not be construed to be job qualification standards, but are illustrated to help the employer, employee and/or applicant identify tasks where reasonable accommodations may need to be made when an otherwise qualified person is unable to perform the job’s essential duties because of an ADA disability.
