Compensation Analyst

Compensation Analyst

The Compensation Analyst designs, implements, and maintains isolved's compensation infrastructure, including salary structures, job architecture, and merit processes. This role serves as a trusted analytical partner to HR leadership, Finance, and HR Business Partners, translating market data and internal analysis into practical, defensible pay decisions. The Compensation Analyst builds the tools, models, and frameworks that enable consistent, competitive, and equitable talent decisions across the organization.

Core Job Duties

• Design and implement salary ranges across all functions and levels using market benchmarking data, establishing the foundation for isolved's compensation band structure.
• Own the full merit cycle end to end, including budget modeling, manager guidance, approval workflows, payroll reconciliation, and post-cycle analysis.
• Build and maintain a job leveling and titling framework that supports pay equity, career pathing, and consistent hiring decisions across the organization.
• Lead survey participation, job matching, and competitive analysis using benchmarking tools such as Radford, Mercer, or CompAnalyst, and translate research into actionable recommendations.
• Conduct and maintain pay equity reviews, surface gaps, recommend corrections, and track progress over time.
• Design compensation models, dashboards, offer-decisioning tools, and reporting that HR, Finance, and Recruiting rely on to make faster, more confident decisions.
• Identify and implement AI tools and automation to improve benchmarking speed, analysis accuracy, and reporting efficiency across compensation processes.
• Partner directly with HR Business Partners, Finance, Legal, and Recruiting to support compensation decisions that touch every stage of the talent lifecycle.

Job Complexity

A seasoned, experienced professional with a full understanding of area of specialization. Emerging understanding of broader organizational context and goals. Resolves a wide range of issues in creative ways. This job is the fully qualified, career-oriented, journey-level position.

Interaction

Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Demonstrates good judgment in selecting methods and techniques for obtaining solutions. Networks with senior internal and external personnel in own area of expertise.

Supervision

Normally receives little instruction on day-to-day work, general instructions on new assignments.

Experience

Typically requires a minimum of 5 years of related experience with a Bachelor's degree; or 3 years and a Master's degree; or a PhD without experience; or equivalent work experience.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business, Finance, or a related field, or equivalent work experience.
• 3+ years of experience in compensation, HR analytics, or total rewards with demonstrated ownership of comp planning cycles and program design.
• Proven ability to build salary structures and job architecture, not just administer within existing frameworks.
• Experience running or supporting a full merit cycle end to end, including budgeting, execution, and reconciliation.
• Strong analytical and Excel modeling skills with the ability to build compensation models and translate outputs into clear recommendations.
• Hands-on experience with market benchmarking tools such as Radford, Mercer, CompAnalyst, or PayScale.
• Familiarity with HRIS platforms and the ability to pull, validate, and work with compensation data.
• Sound judgment with confidential information and the communication skills to partner effectively across HR, Finance, and Legal.

Additional Preferred Qualifications

• Experience in a SaaS, HCM, or PE-backed technology company.
• Background designing incentive or variable compensation programs.
• Exposure to pay equity analysis methodologies and tools.
• Professional HR or compensation certification (CCP, PHR, SHRM-CP, or similar).
• Hands-on use of AI tools in analytical or compensation work.
• Experience with isolved People Cloud, Workday, or comparable HCM platforms.

Physical Demands

Prolonged periods of sitting at a desk and working on a computer. Must be able to lift up to 15 pounds.

Travel Required

Yes, up to 15% domestic travel may be required.

Work Authorization

Employee must be legally authorized to work in the United States.

FLSA Classification

Exempt

Location

Remote (EST / CST)

Internal Job Title

Compensation Analyst

Effective Date

July 2026