Compensation Analyst Senior

Job Summary

The senior compensation analyst supports the design, analysis, and administration of compensation programs with a focus on delivering accurate data, actionable insights, and efficient processes. This role partners with HR, business leaders, and other stakeholders, to ensure compensation programs are competitive, equitable, and aligned to business needs. This role plays a key role in annual processes, market analysis, and program administration and contributes to the execution and ongoing support of both short and long-term incentive (LTI) plans.

Duties and Responsibilities

• Compensation Analysis & Modeling (30%): Conduct market pricing, pay modeling, and compensation analyses to support decision-making. Translate data into actionable insights and recommendations.
• Program Administration & Governance (25%): Administer compensation programs, including salary structures, merit cycles, and incentives plans (short and long-term). Ensure compliance with policies, pay practices, and regulations.
• Compensation Program Support (15%): Assist in the design and enhancement of compensation programs that maintain market competitiveness and internal equity. Provide data and research to inform recommendations.
• Business Partnering & Advisory (10%): Partner with HR and business leaders by providing compensation support, tools, and guidance to enable effective talent and pay decisions.
• Process & Systems Improvement (10%): Identify opportunities to streamline and automate processes, optimize tools and systems, and improve efficiency and accuracy of compensation operations.
• Communication & Education (5%): Develop and support materials, resources, and communications to enhance manager and employee understanding of compensation programs. Provide training to HR partners and leaders as needed.
• Special Projects & Initiatives (5%): Lead or support cross-functional projects such as job architecture, pay equity studies, or enhancements to compensation frameworks.

Experience and Education Requirements

Minimum

• Bachelors degree in Human Resources, Business, Finance, or related field, or equivalent work experience
• 3+ years of progressive experience in compensation analysis, program design, and administration

Preferred

• Masters degree in Human Resources, Business Administration, or related discipline
• 5+ years of compensation experience in a corporate environment
• Certified Compensation Profession (CCP) or equivalent certification
• Experience with incentive plans, including exposure to long-term incentives (LTI) preferred

Knowledge, Skills & Abilities

• Strong knowledge of compensation principles, practices, and market trends
• Knowledge of external compensation surveys, benchmarking methodologies, and market analysis tools
• Knowledge of salary structures, incentive plans, and pay-for-performance program design
• Familiarity with HRIS and compensation system functionality and data management
• Strong analytical and quantitative skills, including advanced Excel and modeling capabilities
• Excellent written and verbal communication skills, with the ability to convey complex information clearly
• Ability to manage multiple priorities in a fast-paced environment with attention to detail
• Problem-solving skills to develop practical solutions for compensation challenges.
• Familiarity with relevant employment laws and regulations impacting compensation