HR Compensation Analyst

There are many reasons why EPIC Insurance Brokers & Consultants has become one of the fastest-growing firms in the insurance industry. Fueled and driven by capable, committed people who share common beliefs and values and “bring it” every day, EPIC is always looking for people who have “the right stuff” – people who know what they want and aren’t afraid to make it happen. Headquartered in San Francisco and founded in 2007, our company has over 3,000 employees nationwide. With locations spread out across the U.S., our local market knowledge and industry expertise helps support our clients' regional and global needs. We have grown very quickly since our founding, and we continue to see growth and success thanks to our hard-working and growth-minded employees. Our core values are: Owner mindset, Inspire trust, Think big, and Drive results. If these values and growth align with what you're looking for in your next career? Then consider joining our amazing team! JOB OVERVIEW This is a brand-new role within EPIC's HR Department. The Compensation / Workforce Strategy Analyst will play a vital role insupporting the development, administration, and analysis of the organization’s compensation programs. This role ensures market competitiveness, internal equity, and compliance with applicable laws and policies. The analyst partners closely with HR Business Partners, Talent Acquisition, and business leaders to provide data driven recommendations and maintain consistent compensation practices across the company. LOCATION: Remote WHAT WE’RE LOOKING FOR Required: Candidates with at least 4 years of relevant work experience in a dedicated HR Compensation role, managing job descriptions, job titles, merit & bonus pay cycles, market pay research, assisting HR with strategies on comp to attract & retain talent, etc. Tech-savvy individuals with strong proficiency in HR-related software programs Strong data analysis and Microsoft Excel skills. Candidates very comfortable with customizing solutions for different scenarios & operating in the grey (not always black & white), flexible with handling unique situations. Humble, hungry & smart team players who love being part of a team but also excel at working independently and being a self-starter. WHAT YOU’LL DO Compensation Program Administration Conduct job evaluations and perform market pricing using benchmark data to support job architecture, leveling, and pay structure maintenance. Participate in annual salary survey submissions and analyze results to recommend structure adjustments and pay strategies. Administer annual merit, bonus, and salary planning cycles, including data validation, modeling, and communication support. Data Analysis & Reporting Prepare recurring and ad hoc compensation analysis, including pay equity, compression, turnover, and competitive salary assessments. Build compensation dashboards or reporting within HRIS/BI tools (e.g., Workday, UKG, SAP, Oracle, Power BI, Tableau). Develop models for compensation scenario planning and cost impact analysis. Compliance & Governance Ensure compensation practices comply with federal, state, and local regulations (e.g., FLSA, pay transparency laws). Support internal audits, external audits, and compensation policy governance. Maintain data accuracy and documentation supporting compensation decisions. Partner Support Provide guidance to HR Business Partners and Talent Acquisition on offer development, salary recommendations, and internal equity. Assist in designing and administering company-wide incentive programs, short term bonus plans, and recognition programs. Support Total Rewards initiatives and cross-functional HR projects as assigned. WHAT YOU’LL BRING Required Bachelor’s degree in Human Resources, Business, Finance, Economics, or related field. 4+ years of compensation experience or strong analytical HR background with compensation responsibilities. Proficiency in Microsoft Excel (v-lookups, pivot tables, modeling) and comfort with HRIS systems. Strong analytical, problem solving, and quantitative skills. Ability to communicate complex information clearly to non-technical audiences. Preferred Experience in a mid-sized private company (2,000–7,000 employees) or similar complexity. Familiarity with salary survey providers (e.g., Mercer, Radford, Willis Towers Watson, Culpepper). Knowledge of job architecture frameworks and compensation philosophy design. Experience with Payfactors comp platform strongly preferred CCP (Certified Compensation Professional) coursework or certification in progress a plus. COMPENSATION The base pay offered will be determined based on your experience, skills, training, certifications and education, while also considering internal equity and market data. WHY EPIC EPIC has over 60 offices and 3,000 employees nationwide – and we’re growing! It’s a great time to join the team and be a part of this growth. We offer: Generous Paid Time off Managed PTO for salaried/exempt employees (personal time off without accruals or caps); 22 PTO days starting out for hourly/non-exempt employees; 12 company-observed paid holidays; 4 early-close days Generous leave time options: Paid parental leave, pregnancy disability and bonding leave, and organ donor/bone marrow donor leave Generous employee referral bonus program of $1,500 per hired referral Employee recognition programs for demonstrating EPIC’s values plus additional employee recognition awards and programs (and trips!) Employee Resource Groups: Women’s Coalition, EPIC Veterans Group Unique benefits such as Pet Insurance, Identity Theft & Fraud Protection Coverage, Legal Planning, Family Planning, and Menopause & Midlife Support Additional benefits include (but are not limited to): 401(k) matching, medical insurance, dental insurance, vision insurance, and wellness & employee assistance programs 50/50 Work Culture: EPIC fosters a 50/50 culture between producers and the rest of the business, supporting collaboration, teamwork, and an inclusive work environment. It takes both production and service to be EPIC! EPIC Gives Back – Some of our charitable efforts include Donation Connection, Employee Assistance Fund, and People First Foundation We’re in the top 10 of property/casualty agencies according to "Insurance Journal" EPIC embraces diversity in all its various forms—whether it be diversity of thought, background, race, religion, gender, skills or experience. We are committed to fostering a work community where every colleague feels welcomed, valued, respected and heard. It is our belief that diversity drives innovation and that creating an environment where every employee feels included and empowered, helps us to deliver the best outcome to our clients. Massachusetts G.L.c. 149 section 19B (b) requires the following statement: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. #J-18808-Ljbffr