Senior Compensation Analyst

Job Description The Senior Compensation Analyst will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve as a trusted expert and advisor – guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities. The Senior Compensation Analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy. Worker Type Regular Summary The Senior Compensation Analyst will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve as a trusted expert and advisor – guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities. The Senior Compensation Analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy. Position Responsibilities Support Compensation Strategy & Program Design Develop and maintain robust salary structures, job levelling, and internal pay frameworks. Assist with the design and implement policies for base pay, bonuses, long-term incentives, and promotions that balance equity, compliance, and market competitiveness. Lead the annual compensation planning cycle for assigned business group. Serve as an advisor for compensation-related decisions that impact hiring, retention, and workforce planning. Market Intelligence & Analysis Conduct in-depth market benchmarking and compensation surveys to ensure market competitiveness. Lead internal pay equity reviews, identifying gaps and recommending actionable solutions. Monitor industry trends and emerging compensation practices. Provide insights and recommendations based on labor market data and business needs. Ensure Compliance & Drive Governance Ensure all compensation programs align with legal requirements (FLSA, pay equity laws, transparency regulations, etc.). Maintain clear, well-documented compensation policies and governance frameworks. Support internal audits, regulatory reporting, and compensation reviews. Lead on pay equity and transparency. Partner & Influence Across the Business Lead job levelling processes for assigned business group. Collaborate with HR Business Partners, Talent Acquisition, and Leadership to guide compensation decisions. Translate complex data into compelling stories and actionable recommendations. Other duties as assigned Basic Qualifications (Required Skills & Experience) Bachelor’s degree required in HR, Business, Finance or a related field or equivalent combination of education, training, and experience. Advanced degree, MBA or MS is preferred. CCP Certification is a plus Minimum of 5 years of hands‑on compensation experience required. Other Qualifications & Desired Competencies Advanced data and predictive analytics skills, with experience using Excel, Power BI and Workday including Advanced Comp Proven ability to influence cross‑functional stakeholders and support strategic decision‑making. High level of integrity, sound judgment, and discretion when dealing with sensitive compensation matters. Excellent written and verbal communication skills—with the ability to present complex information clearly and concisely. Strong knowledge of Microsoft Office Suite (Word, PowerPoint, Excel). Works well with little supervision and exercises independent judgement on a regular basis. Ability to gain cooperation of others, conducting presentations of technical information concerning specific projects or schedules. Strong grasp of compensation laws, internal equity principles, and market pricing. Physical Demands Ability to sit, stand, stoop, reach, lift (up to 10 lbs.), bend, etc #J-18808-Ljbffr