Senior Compensation Analyst - Contract

Summary 

We are seeking a detail-oriented Sr Compensation Analyst to support our People team. This is a contract position.  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 clear insights to support decision-making.
• Reporting & Dashboards: Prepare and maintain recurring and ad hoc reports, dashboards, and cost analyses for People leadership and business stakeholders.
• Communication Support: Develop presentations and draft communications related to compensation, equity, and incentive programs for a variety of audiences.
• HRIS Administration: Maintain and process data within ADP Workforce Now and other systems, ensuring accuracy, data integrity, and timely updates with respect to Compensation & Equity. 
• Process Improvement: Identify opportunities to improve compensation and equity processes; support implementation of scalable and efficient solutions.
• Project Support: Assist with cross-functional projects related to compensation, equity, and People Operations initiatives.
• Other duties and projects assigned.

Education, Experience, and Skills

• 5+ years of experience in compensation, total rewards, or a related analytical HR function preferred; 3+ years required. 
• Experience supporting compensation programs, including base pay, incentive plans, job architecture, market pricing, compensation cycles, and/or equity programs. 
• Experience supporting job architecture, job leveling, re-leveling, or job description governance projects preferred. 
• Experience with compensation survey tools such as Radford, Aon, Mercer, or similar market benchmarking platforms. 
• Exposure to equity compensation programs such as RSUs and ESPP and/or equity administration platforms. 
• Experience supporting compensation planning cycles, bonus or incentive programs, equity grants, promotions, market adjustments, or other compensation actions. 
• Hands-on experience with ADP Workforce Now or similar HRIS/payroll systems, including reporting and data management. 
• Strong analytical skills with the ability to interpret data, identify trends, validate outputs, and support decision-making.
• Ability to work with large employee datasets and identify data inconsistencies, gaps, and trends. 
• Advanced proficiency in Excel, including pivot tables, lookups, data analysis, formulas, and large dataset management. 
• Proficiency in presentation tools such as PowerPoint or Google Slides. 
• Strong project coordination skills, including tracking deliverables, organizing inputs from multiple stakeholders, maintaining documentation, and following through on deadlines. 
• High attention to detail with strong organizational and data accuracy skills. 
• Ability to manage multiple priorities, meet deadlines, and work in a fast-paced environment. 
• Strong written and verbal communication skills, with the ability to present information clearly and concisely. 
• Ability to partner effectively with Compensation, PBPs, Talent Acquisition, HR Operations, and other cross-functional stakeholders. 
• Proven ability to handle sensitive and confidential information with discretion.

Nice-to-Have Qualifications:

• Experience in a high-growth public company environment. 
• Familiarity with additional HRIS, compensation management, equity administration, or compensation planning systems. 
• Basic project management or process improvement experience. 
• Experience using AI-enabled tools or technology platforms to support compensation analysis, job matching, benchmarking, or data validation.
  
  

Certificates, Licenses, Registrations

• CCP Preferred
  
  

Physical Demands

This remote position requires:

• Prolonged computer use (6-8 hours daily) including typing, mouse operation, and screen viewing
• Ability to sit for extended periods with proper ergonomic setup
• Clear vision and hearing for video conferences and phone calls
• Manual dexterity to operate computer equipment
• Occasional lifting up to 10 pounds (office supplies)

Work Environment 

• Quiet, professional workspace with reliable internet access
• Standard work hours are Monday through Friday, 9 AM to 5 PM EST, with occasional overtime required during peak periods.

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