Senior Compensation Analyst - Contract

Summary

We are seeking a detail-oriented Sr Compensation Analyst to support our People team. This is a contract position. In this role, you will provide operational support for compensation and equity programs, assist with technology adoption and set up, and help manage incentive programs. You will work closely with the People team to ensure accurate processing and clear communication across all compensation-related activities.

Job Responsibilities

Compensation

• Compensation Program Support: Support the design, administration, and analysis of compensation programs including base pay, incentive plans, and job architecture, leveraging compensation platforms and data analytics tools to ensure alignment with internal equity and market competitiveness.
• Compensation Technology & AI Tools: Serve as a hands-on user of compensation technology platforms and AI-powered tools, including Compensation AI for job matching. Responsible for executing AI-assisted job matches, critically evaluating data outputs, and applying compensation expertise to validate and select the most accurate match — ensuring results align with role scope, leveling criteria, and organizational context.
• Market Data & Benchmarking: Support market pricing activities by utilizing external survey platforms and AI-driven benchmarking tools to evaluate roles, maintain pay ranges, and deliver data-informed compensation recommendations. Ability to interpret and synthesize large datasets to surface actionable insights.
• Job Leveling & Architecture: Partner in job leveling activities by evaluating roles using established frameworks and AI-assisted job matching outputs. Maintain leveling consistency across functions by cross-referencing AI recommendations with internal job architecture standards and applying sound analytical judgment.
• Incentive Program Administration: Administer quarterly incentive programs including data collection, validation, tracking, and payout processing using compensation systems and automated workflows, ensuring accuracy, auditability, and alignment with plan design.

Compensation Cycle Support: Assist with compensation planning cycles (e.g., merit, promotions, and adjustments) by leveraging HRIS and compensation planning tools for data preparation, modeling, analysis, and reporting — enabling efficient, accurate, and scalable cycle execution.

Equity

• Equity Program Support: Provide support for equity administration including ESPP tracking, grant records, and basic employee inquiries which includes but not limited to:
  • Provide day‑to‑day operational support for the company’s equity compensation programs, including Restricted Stock Units (RSUs) and the Employee Stock Purchase Plan (ESPP), ensuring accurate execution, recordkeeping, and timely refreshing of standard and ad hoc reports.
  • Support key equity processes such as annual and new hire equity grants by assisting with data preparation, letter generation, system setup, and coordination with internal partners and external vendors.
  • Assist with equity vesting and transaction activities by supporting data validation, reviewing system outputs, and helping ensure timely and accurate processing.
  • Assist with ESPP administration, including auditing payroll deductions, maintaining participant communication materials (e.g., FAQs, intranet content), and supporting ESPP open enrollment communications.

Analytics, Reporting & Operations:

• Data Analysis & Insights: Analyze compensation and equity data to identify trends, variances, and opportunities; translate findings into cle