Senior Compensation Analyst

At YETI, we believe that time spent outdoors matters more than ever and our gear can make that time extraordinary. When you work here, you'll have the opportunity to create exceptional, meaningful work and problem solve with innovative team members by your side. Together, you'll help our customers get the high-quality gear they need to make the most of their adventures. We are BUILT FOR THE WILD™. About the Role The Senior Compensation Analyst supports the design, administration, analysis, and ongoing management of compensation programs across the organization. This role partners with Talent Business Partners, Talent Acquisition, Finance, Payroll, Legal, and business leaders to provide data-driven guidance on market pricing, job evaluation, salary structures, incentive programs, compensation planning, and pay-related compliance. This role requires strong analytical capability, sound compensation judgment, and the ability to translate complex data into practical recommendations. The Senior Compensation Analyst independently manages recurring compensation processes and contributes to broader projects that support competitive, equitable, compliant, and scalable pay practices. What You'll Do Compensation Strategy & Program Administration Support the design, administration, and governance of base pay, variable pay, and other compensation programs. Manage key components of annual compensation planning processes, including eligibility reviews, data validation, planning tools, statement testing, approvals, communications, and stakeholder coordination. Conduct market pricing, compensation benchmarking, pay range analysis, and internal equity reviews to inform pay recommendations. Maintain salary structures, pay ranges, guidelines, and compensation-related documentation across assigned populations or geographies. Review compensation requests, including new hire offers, promotions, transfers, adjustments, and other pay actions, ensuring alignment with guidelines, budget, internal equity, and market data. Provide guidance to Talent Acquisition, Talent Business Partners, and leaders on compensation policy, offer positioning, pay decisions, and exception processes. Partner with HRIS teams to test and validate compensation-related Workday data, processes, reports, and configuration changes. Job Architecture & Organizational Design Support the administration of the organization's job architecture, including job levels, grades, job profiles, and related governance practices. Conduct job evaluations, leveling assessments, and job description reviews using established frameworks and market data. Create, update, and maintain job profiles and compensation-related job data in Workday. Partner with Talent Business Partners and leaders to ensure roles are appropriately aligned to job responsibilities, organizational structure, and compensation levels. Conduct periodic audits to support data quality, job structure integrity, and consistent application of leveling guidelines. Incentive Compensation & Bonus Programs Administer annual, quarterly, and other incentive or bonus programs, including eligibility validation, payout calculations, and participant data reviews. Analyze eligible earnings, performance inputs, proration, and other factors that impact incentive calculations. Support the development, maintenance, and testing of incentive plan tools, payout models, and calculation templates. Review plan documentation and participant communications for accuracy and consistency with approved program design. Respond to compensation and incentive-related questions from HR partners, leaders, and employees as appropriate. Regulatory Compliance & Pay Transparency Support compensation compliance activities, including pay transparency, FLSA/exemption reviews, and other applicable federal, state, local, or global requirements. Monitor compensation policies, practices, and documentation to support consistent governance and compliance. Partner with Legal, Payroll, HR, and Finance to research and resolve compensation-related compliance questions. Compensation Analytics & Workforce Insights Prepare recurring and ad hoc compensation, headcount, workforce, and incentive-related analyses for HR, Finance, and leadership audiences. Develop reports, dashboards, and models that support compensation planning, workforce planning, retention analysis, organizational changes, and business decision-making. Participate in compensation surveys and external benchmark submissions; analyze survey results to inform market insights and pay structure recommendations. Identify trends, risks, and opportunities in compensation data and communicate findings in a clear, actionable manner. Support broader talent analytics requests by combining internal workforce data with external market information where appropriate. Project Leadership Lead discrete compensation projects and contribute to larger total rewards initiatives, including structure updates, pay transparen #J-18808-Ljbffr