Compensation Analyst

About Legence Legence (Nasdaq: LGN) is a leading provider of engineering, consulting, installation, and maintenance services for mission-critical systems in buildings. The company specializes in designing, fabricating, and installing complex HVAC, process piping, and other mechanical, electrical, and plumbing (MEP) systems—enhancing energy efficiency, reliability, and sustainability in new and existing facilities. Legence also delivers long-term performance through strategic upgrades and holistic solutions. Serving some of the world’s most technically demanding sectors, Legence counts over 60% of the Nasdaq-100 Index among its clients. Job Summary:

We are seeking an analytical and detail-oriented

Compensation Analyst

to support the design, analysis, and ongoing evaluation of our compensation programs. This role will serve as a primary resource for market pricing and benchmarking, job architecture, compensation structures, compensation analysis and reporting, and pay equity support. Working closely with the Director, Compensation & Benefits, the Compensation Analyst will translate market and internal data into clear, well-supported recommendations that advance fair, competitive, compliant, and scalable pay practices. The role partners with HR Centers of Excellence, Finance, Legal, and business leaders across the organization.

Central Time Zone preferred . Key Responsibilities:

Market Pricing & Benchmarking

Lead job evaluations and market pricing using third-party compensation surveys, benchmarking tools, and internal comparison data. Analyze external market data and internal pay positioning to recommend salary ranges, hiring targets, geographic differentials, and other pay considerations. Develop well-supported pricing recommendations for new roles, releveling, reorganizations, promotions, and other organizational changes, with clear documentation of methodology and assumptions. Maintain benchmark job matches and coordinate annual compensation survey participation, including job matching, submissions, data review, and quality validation. Job Architecture & Compensation Structure

Support the development, implementation, and ongoing maintenance of job architecture, including job families, career tracks, levels, and titling conventions. Partner with HR Business Partners and leaders to evaluate jobs, recommend appropriate levels, and promote consistent application of the job architecture across the organization. Review and consult on job descriptions to improve clarity, consistency, and alignment with job families, career levels, and market benchmarks. Analyze, build, and maintain compensation structures, including salary ranges, grade assignments, geographic differentials, and related guidelines. Support modeling and recommendations for structure adjustments to address market movement, internal equity, compression, scalability, and business needs. Compensation Data Analysis & Reporting

Analyze internal compensation data, including range penetration, compa-ratio, compression, progression, pay relationships, and other workforce trends. Build and maintain compensation reports, dashboards, and decision-support tools for Compensation, HR, and leadership. Ensure data accuracy through disciplined validation, reconciliation, documentation, and thoughtful review of assumptions. Pay Equity & Compliance

Conduct and support pay equity analyses, identify potential areas for review, and assist with remediation modeling and planning in partnership with HR and Legal. Support compensation audit requests, documentation, data validation, and control activities to maintain process integrity and audit readiness. Apply consistent compensation practices and document recommendations to support defensible and equitable pay decisions. Stakeholder Partnership & Program Support

Work closely with the Director, Compensation & Benefits and other stakeholders on compensation analysis, program design, job architecture, and compensation structure initiatives. Coordinate and drive day-to-day analytical and operational support for annual compensation cycles, including planning, system setup, administration, modeling, analysis, and validation. Provide data-backed compensation guidance to HR and business leaders for hiring, promotions, internal mobility, and organizational changes; escalate complex cases and policy exceptions as appropriate. Prepare clear analyses, summaries, and recommendations for leadership review. Provide backup support for broader compensation and equity-related activities as needed. Perform other duties as assigned. Required Qualifications:

Bachelor's degree in Human Resources, Finance, Business, Economics, Data Analytics, or a related field. Minimum of 3 years of compensation experience, with direct exposure to market pricing, compensation survey analysis, job architecture, compensation structures, and/or compensation analytics. Experience supporting job evaluation, job leveling, job architecture frameworks, and compensation structures. Strong analytical and advanced Excel skills, including pivot tables, lookups, formulas, modeling, data validation, and clear presentation of findings. Ability to manage detailed work with a high degree of accuracy, judgment, organization, and confidentiality. Strong written and verbal communication skills, including the ability to explain compensation analyses and recommendations clearly to HR and business stakeholders. Ability to travel occasionally for business needs, meetings, and onsite collaboration, as required. Preferred Qualifications:

Experience with pay equity analysis and supporting annual merit and bonus cycles. Experience with HRIS, compensation survey, market-pricing, or reporting tools such as CompAnalyst, MarketPay, Excel, Power BI, or similar platforms. Certified Compensation Professional (CCP) designation or progress toward certification. #LI-SC1 #LI-Remote Benefits Overview 401(k) Plan with Company Match:

Currently match contributions dollar-for-dollar up to 4% of eligible pay; immediate vesting. Health & Welfare Benefits:

Employer provided medical, dental, vision, prescription drug, Employee Assistance Program and accident & illness coverage. Life and Disability Insurance : Employer provided basic life insurance and AD&D valued at 50K coverage amount with the option for voluntary buy up for additional coverage. Time Off:

Flexible non-accrual vacation; company holidays per policy.

(For California employees, this is separate from California paid sick leave, if applicable.) Expenses : Business travel and related expenses reimbursed per company policy. Reasonable Accommodations If you need assistance or accommodations during the application or interview process, please contact us at View email address on click.appcast.io or your dedicated recruiter with the job title and requisition number. Employment Eligibility Candidates must have current work authorization in the U.S.; visa sponsorship is not available for this position. Third-Party Recruiting Disclaimer Legence and its affiliates do not accept unsolicited resumes from agencies; any such submissions without a prior signed agreement authorized by Legence Holdings LLC's CHRO or Director of Talent Acquisition will not incur fees and are considered property of Legence. Pay Disclosure & Considerations Where pay ranges are indicated, please note that a successful candidate’s exact pay will be determined based relevant job-related factors, including any of the following: candidate’s experience, skills, and qualifications, as well as geographic and market considerations. We are committed to ensuring fair and competitive compensation for all employees and comply with all applicable salary transparency laws. Equal Employment Opportunity Employer Legence and its affiliate companies are proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), marital or familial status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, other non-merit-based factors, and any other characteristic protected under applicable local, state or federal laws and regulations. EEO is the Law