Senior Compensation Analyst

Position Summary

The Senior Compensation Analyst plays a critical role in designing, analyzing, and administering compensation programs that support organizational goals and ensure market competitiveness. Utilizing strong analytical skills and compensation expertise, this role partners with HR leaders, business, and other Centers of Excellence (CoE) to support compensation programs. The Senior Compensation Analyst provides data-driven recommendations, ensures regulatory compliance, and enhances compensation programs that support employee attraction, retention, and organizational performance.

Core Responsiblities

• Compensation Program Design: Support the development and maintenance of competitive compensation structures, including salary ranges, incentive plans, and job evaluation frameworks.
• Market Analysis: Conduct market pricing studies, manage and submit compensation surveys, and evaluate external competitiveness to inform pay recommendations.
• Job Architecture & Evaluation: Partner with HR and leaders to review job descriptions, ensure internal equity, and maintain accurate job leveling and classifications.
• Annual Compensation Cycles: Supports the annual merit and bonus cycle, ensuring accuracy and alignment with compensation strategy.
• HR and Business Support: Partner with HR leaders and business leaders to provide compensation guidance, using analytics, modeling, and reporting tools to interpret data, deliver insights, support integrated workforce solutions, and advise on pay decisions, policies, and compensation strategy.
• Compliance & Risk Management: Ensure compensation practices comply with federal/state regulations, pay equity and pay transparency laws.

Key Competencies

• Strong knowledge of market pricing, job evaluation, compensation strategy, and regulatory requirements.
• Ability to interpret complex data and provide actionable, data-driven insights.
• Advanced skills with compensation systems, reporting tools, and Excel/analytics software.
• Excellent ability to build trust and influence stakeholders through clear guidance and recommendations.
• Attention to detail approach ensuring accuracy, equity, and adherence to compensation policies and regulations.

Education and Experience

• Bachelor’s degree in Human Resources, Business, Finance, or related field; or equivalent relevant experience.
• 5+ years of progressive compensation or HR analytics experience required.
• Experience with market pricing tools (e.g., PayFactors, WTW, Mercer), job evaluation methodologies, and compensation reporting preferred.
• Experience supporting multi-site, complex, or high-growth organizations is highly desirable.