Senior HR Analyst, Compensation

Responsibilities Reviews, monitors, and approves job descriptions and other HR documentation through ETQ in partnership with HR Generalists and business stakeholders. Ensures job descriptions are accurate, current, and appropriately reflect role scope, responsibilities, and required qualifications. Supports the development, maintenance, and governance of job architecture, including job families, levels, titling conventions, and role alignment across the organization. Performs job evaluation activities for new and existing roles using established methodologies and market‑based practices. Determines appropriate job level, salary grade, and FLSA exemption status, where applicable, for new and revised positions. Partners with HR and management to provide guidance on role design, leveling, and classification decisions. Performs market pricing and internal equity reviews for positions across multiple functions and geographies. Completes salary survey participation and coordinates submission of compensation data to external survey providers. Maintains survey results, benchmark data, and market pricing resources for the organization worldwide. Evaluates survey matches and market data quality to support accurate and reliable compensation analysis. Monitors compensation market trends, pay movement, and emerging practices across key labor markets. Analyzes compensation data to support hiring, promotions, transfers, retentions, and other pay actions. Works with HR Generalists and business leaders to evaluate salaries for new hire offers, promotions, transfers, retentions, and other ad hoc adjustments as requested. Assists with the preparation, implementation, and maintenance of global salary structures, ranges, and compensation guidelines. Maintains employee and job information in the compensation database and related systems. Reviews compensation transactions and data for accuracy, consistency, and compliance with policy and practice. Gathers relevant market data on pay practices, compensation programs, and economic trends as needed. Provides data‑driven recommendations that balance market competitiveness, internal equity, business needs, and compensation philosophy. Requirements Bachelor’s degree in Human Resources, Business, Finance, Accounting, Economics, Statistics, or related field required. Minimum of 5 years of progressive compensation experience required, including experience in job evaluation, market pricing, salary surveys, and compensation administration. Experience participating in annual merit and incentive processes required. Experience with compensation databases, HR systems, and reporting tools required. Experience supporting compensation programs in a global, multinational organization preferred. Experience in pay equity analysis, job architecture, and pay transparency initiatives preferred. Certified Compensation Professional (CCP) designation preferred. #J-18808-Ljbffr Jobtailor