Analyst, Compensation

Analyst, Compensation

Working with Us Challenging. Meaningful. Life-changing. Those aren't words that are usually associated with a job. But working at Bristol Myers Squibb is anything but usual. Here, uniquely interesting work happens every day, in every department. From optimizing a production line to the latest breakthroughs in cell therapy, this is work that transforms the lives of patients, and the careers of those who do it. You'll get the chance to grow and thrive through opportunities uncommon in scale and scope, alongside high-achieving teams. Take your career farther than you thought possible.

Bristol Myers Squibb recognizes the importance of balance and flexibility in our work environment. We offer a wide variety of competitive benefits, services and programs that provide our employees with the resources to pursue their goals, both at work and in their personal lives.

Position Summary

With a strong emphasis on analytical support, operational excellence, and customer-focused service delivery, the Compensation Analyst supports the administration and execution of compensation programs and processes. This role contributes to job architecture activities, market benchmarking, salary survey participation, compensation operations, and annual compensation cycle support.

Operating within a collaborative HR and Total Rewards environment, this position partners with Compensation, HR Operations, Payroll, and HRIT teams to support accurate, compliant, and efficient compensation administration. The Compensation Analyst helps ensure compensation programs and practices align with organizational guidelines, market competitiveness, and operational standards.

Key Responsibilities

Support the administration and execution of annual compensation processes, including merit planning and incentive cycle activities.

Prepare benchmarking data to support compensation recommendations, market competitiveness assessments, and business decision-making.

Participate in compensation surveys, including data gathering, validation, submission, and analysis of market trends and salary positioning.

Support job architecture activities, including job documentation, job matching and maintenance of compensation-related job data.

Assist in maintaining salary structures, compensation records, and market pricing data to support compensation program administration.

Participate in the implementation, and enhancement of compensation tools, systems upgrades, and operational processes that improve efficiency, data quality, and user experience.

Support compensation operations activities including audits, data validation, and process documentation.

Partner with HRIS, Payroll, HR Operations, and Compensation team members to ensure accurate and timely compensation administration.

Contribute to compensation-related projects and continuous improvement initiatives across Total Rewards programs and processes.

Support a customer-focused approach that balances operational accuracy, responsiveness, and high-quality service delivery.

Qualifications & Experience

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or related field preferred.

Typically requires 13 years of experience in Compensation, Total Rewards, HR Analytics, Finance, or related analytical function.

Experience supporting compensation analysis, market benchmarking, salary surveys, or HR operations activities preferred.

Strong analytical and quantitative skills with high attention to detail and data accuracy.

Proficiency in Microsoft Excel and familiarity with HR systems, preferably Workday and compensation tools.

Ability to manage multiple priorities and work effectively in a fast-paced, collaborative environment.

Strong written and verbal communication skills with the ability to present information clearly and professionally.

Demonstrated ability to work collaboratively and build strong partnerships across HR and business functions.

Minimum Requirement / Knowledge Desired:

Bachelor's Degree or equivalent progressive work experience required.

Basic knowledge of compensation principles, market benchmarking, salary surveys, and compensation administration practices.

Strong analytical, organizational, and problem-solving skills.

Experience working with HRIS systems, reporting tools, or compensation platforms preferred.

Familiar knowledge of AI tools and technology and their application in HR, analytics, and compensation processes.

Ability to handle sensitive and confidential information with discretion.

Strong customer service orientation and attention to detail.

Compensation Overview:

Tampa - FL - US: $64,940 - $78,692

The starting compensation range(s) for this role are listed above for a full-time employee (FTE) basis. Additional incentive cash and stock opportunities (based on eligibility) may be available. The starting pay rate takes into account characteristics of the job, such as required skills, where the job is performed, the employee's work schedule, job-related knowledge, and experience. Final, individual compensation will be decided based on demonstrated experience. Eligibility for specific benefits listed on our careers site may vary based on the job and location. For more on benefits, please visit

Benefit offerings are subject to the terms and conditions of the applicable plans in effect at the time and may require enrollment. Our benefits include:

• Health Coverage: Medical, pharmacy, dental, and vision care.
• Wellbeing Support: Programs such as BMS Well-Being Account, BMS Living Life Better, and Employee Assistance Programs (EAP).
• Financial Well-being and Protection: 401(k) plan, short- and long-term disability, life insurance, accident insurance, supplemental health insurance, business travel protection, personal liability protection, identity theft benefit, legal support, and survivor support.

Work-life benefits include:

Paid Time Off

• US Exempt Employees: flexible time off (unlimited, with manager approval, 11 paid national holidays (not applicable to employees in Phoenix, AZ, Puerto Rico or Rayzebio employees)
• Phoenix, AZ, Puerto Rico and Rayzebio Exempt, Non-Exempt, Hourly Employees: 160 hours annual paid vacation for new hires with manager approval, 11 national holidays, and 3 optional holidays

Based on eligibility*, additional time off for employees may include unlimited paid sick time, up to 2 paid volunteer days per year, summer hours flexibility, leaves of absence for medical, personal, parental, caregiver, bereavement, and military needs and an annual Global Shutdown between Christmas and New Years Day.

All global employees full and part-time who are actively employed at and paid directly by BMS at the end of the calendar year are eligible to take advantage of the Global Shutdown.

*Eligibility Disclosure: The summer hours program is for United States (U.S.) office-based employees due to the unique nature of their work. Summer hours are generally not available for field sales and manufacturing operations and may also be limited for the capability centers. Employees in remote-by-design or lab-based roles may be eligible for summer hours, depending on the nature of their work, and should discuss eligibility with their manager. Employees covered under a collective bargaining agreement should consult that document to determine if they are eligible. Contractors, leased workers and other service providers are not eligible to participate in the program.

Uniquely Interesting Work, Life-changing Careers With a single vision as inspiring as "Transforming patients' lives through science ", every BMS employee plays an integral role in work that goes far beyond ordinary. Each of us is empowered to apply our individual talents and unique perspectives in a supportive culture, promoting global participation in clinical trials, while our shared values of passion, innovation, urgency, accountability, inclusion and integrity bring out the highest potential of each of our colleagues.

On-site Protocol

BMS has an occupancy structure that determines where an employee is required to conduct their work. This structure includes site-essential, site-by-design, field-based and remote-by-design jobs. The occupancy type that you are assigned is determined by the nature and responsibilities of your role:

Site-essential roles require 100% of shifts onsite at your assigned facility. Site-by-design roles may be eligible for a hybrid work model with at least 50% onsite at your assigned facility. For these roles, onsite presence is considered an essential job function and is critical to collaboration, innovation, productivity, and a positive Company culture. For field-based and remote-by-design roles the ability to physically travel to visit customers, patients or business partners and to attend meetings on behalf of BMS as directed is an essential job function.

Supporting People with Disabilities

BMS is dedicated to ensuring that people with disabilities can excel through a transparent recruitment process, reasonable workplace accommodations/adjustments and ongoing support in their roles. Applicants can request a reasonable workplace accommodation/adjustment prior to accepting a job offer. If you require reasonable accommodations/adjustments in completing this application, or in any part of the recruitment process, direct your inquiries to View email address on click.appcast.io. Visit careers.bms