Senior Corporate Compensation Analyst

Overview

The Senior Corporate Compensation Analyst serves as a subject‑matter expert in the design, evaluation, and administration of the company’s compensation programs. This role conducts complex analyses of internal and external market data, provides strategic recommendations to enhance competitiveness, and partners closely with HR and business leaders to ensure alignment with the organization's compensation philosophy. The Senior Analyst leads key initiatives related to pay structure design, job architecture, regulatory compliance, and program governance.

Responsibilities

Leads the development, review, and optimization of job descriptions and job families; ensures consistency, clarity, and alignment within the job architecture framework. Partners with leaders and subject‑matter experts to conduct job evaluations; perform advanced analyses to determine appropriate job leveling, career pathways, and FLSA classifications. Conducts complex market pricing and compensation benchmarking; evaluates multiple data sources to determine competitive pay positioning and recommend strategy adjustments. Leads the design, modeling, and maintenance of salary structures, pay grades, and compensation guidelines; recommends enhancements to ensure ongoing market competitiveness. Designs and executes large‑scale compensation analyses, including pay equity, compression, and workforce trends; presents findings and recommendations to HR leadership and executives. Serves as a key advisor to HR Business Partners and leaders on offers, promotions, transfers, pay adjustments, and organizational design changes. Oversees the administration and governance of variable compensation programs; ensures program design integrity, compliance with plan criteria, and accuracy of payouts. Develops communication strategies and materials to educate employees and leadership on compensation programs, pay decisions, and regulatory changes. Supports and often leads annual programs including merit, bonus, and compensation planning cycles; drives process improvements and cross‑functional alignment. Ensures compensation programs comply with applicable federal, state, and local regulations; monitors legal and market changes, recommending updates as needed. Advises on and supports system configuration needs for compensation‑related data in HRIS platforms; ensures data integrity, accuracy, and downstream impact awareness. Creates and delivers executive‑ready dashboards, reports, insights, and recommendations using advanced analytics. Identifies and implements opportunities for process automation, efficiency, and optimization within compensation workflows.

 

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field; CCP strongly preferred.
• 4-6 years of compensation experience, with the ability to lead special projects, compensation programs and initiatives.
• International Compensation experience a plus but not required
• Experience conducting job evaluations, market pricing, salary structure design, and pay equity analysis.
• Proven proficiency with compensation and HRIS platforms such as Payfactors/MarketPay, Workday, UKG, or comparable systems; ability to perform data audits, troubleshoot issues, and manage system workflows.
• Proficient use of e Excel, including modeling, scenario analysis, and data visualization.
• Experience supporting or leading annual compensation cycles, including merit, bonus, and market adjustment programs.
• Ability to partner with HR Business Partners, executives, and cross‑functional teams to influence decisions and guide compensation strategy.

 

• Advanced ability to conduct complex quantitative and qualitative research, synthesize data, and provide strategic recommendations that influence leadership decisions.
• In‑depth knowledge of compensation principles, job evaluation methodologies, pay equity practices, and relevant employment laws and regulations.
• Exceptional written and verbal communication skills; capable of translating complex analyses into clear, actionable insights for diverse audiences.
• High proficiency in Excel, including advanced formulas, pivot tables, modeling techniques, and data visualization; strong analytical and reporting capabilities.
• Strong understanding of HRIS and compensation management systems (e.g., Workday, UKG, Payfactors/MarketPay); ability to troubleshoot, validate, and optimize system workflows.
• Demonstrated ability to anticipate data impacts, ensure data governance, and collaborate with cross‑functional teams to maintain system accuracy.
• Knowledge of payroll processes and downstream system impacts related to compensation actions.

 

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field; CCP strongly preferred.
• 4-6 years of compensation experience, with the ability to lead special projects, compensation programs and initiatives.
• International Compensation experience a plus but not required
• Experience conducting job evaluations, market pricing, salary structure design, and pay equity analysis.
• Proven proficiency with compensation and HRIS platforms such as Payfactors/MarketPay, Workday, UKG, or comparable systems; ability to perform data audits, troubleshoot issues, and manage system workflows.
• Proficient use of e Excel, including modeling, scenario analysis, and data visualization.
• Experience supporting or leading annual compensation cycles, including merit, bonus, and market adjustment programs.
• Ability to partner with HR Business Partners, executives, and cross‑functional teams to influence decisions and guide compensation strategy.

 

• Advanced ability to conduct complex quantitative and qualitative research, synthesize data, and provide strategic recommendations that influence leadership decisions.
• In‑depth knowledge of compensation principles, job evaluation methodologies, pay equity practices, and relevant employment laws and regulations.
• Exceptional written and verbal communication skills; capable of translating complex analyses into clear, actionable insights for diverse audiences.
• High proficiency in Excel, including advanced formulas, pivot tables, modeling techniques, and data visualization; strong analytical and reporting capabilities.
• Strong understanding of HRIS and compensation management systems (e.g., Workday, UKG, Payfactors/MarketPay); ability to troubleshoot, validate, and optimize system workflows.
• Demonstrated ability to anticipate data impacts, ensure data governance, and collaborate with cross‑functional teams to maintain system accuracy.
• Knowledge of payroll processes and downstream system impacts related to compensation actions.

 

Leads the development, review, and optimization of job descriptions and job families; ensures consistency, clarity, and alignment within the job architecture framework. Partners with leaders and subject‑matter experts to conduct job evaluations; perform advanced analyses to determine appropriate job leveling, career pathways, and FLSA classifications. Conducts complex market pricing and compensation benchmarking; evaluates multiple data sources to determine competitive pay positioning and recommend strategy adjustments. Leads the design, modeling, and maintenance of salary structures, pay grades, and compensation guidelines; recommends enhancements to ensure ongoing market competitiveness. Designs and executes large‑scale compensation analyses, including pay equity, compression, and workforce trends; presents findings and recommendations to HR leadership and executives. Serves as a key advisor to HR Business Partners and leaders on offers, promotions, transfers, pay adjustments, and organizational design changes. Oversees the administration and governance of variable compensation programs; ensures program design integrity, compliance with plan criteria, and accuracy of payouts. Develops communication strategies and materials to educate employees and leadership on compensation programs, pay decisions, and regulatory changes. Supports and often leads annual programs including merit, bonus, and compensation planning cycles; drives process improvements and cross‑functional alignment. Ensures compensation programs comply with applicable federal, state, and local regulations; monitors legal and market changes, recommending updates as needed. Advises on and supports system configuration needs for compensation‑related data in HRIS platforms; ensures data integrity, accuracy, and downstream impact awareness. Creates and delivers executive‑ready dashboards, reports, insights, and recommendations using advanced analytics. Identifies and implements opportunities for process automation, efficiency, and optimization within compensation workflows.