Sr Compensation Analyst

Sr. Compensation Analyst

The Sr. Compensation Analyst plays a critical role in shaping and maintaining the firm's compensation strategy. This position requires a proactive, forward-thinking professional who thrives in a fast-paced environment, takes initiative to meet deadlines, and communicates effectively across teams. The ideal candidate will bring deep expertise in Workday Compensation, job architecture management, and market pricing tools like PayFactors, while demonstrating the ability to work independently and collaboratively to drive impactful results.

PRIMARY RESPONSIBILITIES:

• Lead compensation analysis and salary administration for executive, exempt, and non-exempt roles.
• Manage and maintain job descriptions and job architecture; oversee job evaluations and grade recommendations.
• Administer and optimize Workday HCM Compensation, Advanced Compensation, and Benchmarking modules.
• Conduct market pricing and compensation benchmarking using platforms like PayFactors, MercerWIN, ERI, and AON McLagan.
• Design, implement, and administer compensation programs, including annual cycles and incentive plans.
• Provide strategic guidance on pay decisions, market alignment, and internal equity.
• Collaborate cross-functionally with HR, Finance, and HR Technology on compensation-related initiatives and process improvements.
• Ensure compliance with federal, state, and local compensation regulations, including FLSA.
• Develop and deliver data-driven compensation proposals, reports, and presentations for leadership.
• Performs related duties and responsibilities as assigned, demonstrating autonomy and expertise.

QUALIFICATIONS

• Bachelor's degree in HR, Business, or related field.
• 4–6 years of progressive experience in Compensation or related areas.
• CCP preferred; PHR, SHRM-CP/SCP a plus.
• Demonstrated ability to manage complex projects independently in a fast-paced environment.

KEY ATTRIBUTES FOR SUCCESS

• Demonstrates strong initiative and drive to meet deadlines and deliver results independently and within team settings.
• Proactively identifies potential issues and offers forward-thinking solutions to ensure smooth execution.
• Communicates effectively across all levels of the organization, fostering transparency and collaboration.
• Thrives in a fast-paced, dynamic environment with the ability to pivot and prioritize effectively.
• Maintains a high level of attention to detail, analytical rigor, and follow-through.
• Comfortable working in ambiguity and taking ownership of tasks with minimal supervision.

TECHNICAL SKILLS

• Advanced proficiency in Workday HCM and compensation configuration.
• Strong Excel skills (pivot tables, lookups, formulas).
• Experience with compensation management systems, especially PayFactors.
• Skilled in survey participation and analysis using major platforms.

WORK ENVIRONMENT:

• Working conditions are normal for an office/remote environment.
• The above information on this description has been designed to indicate the general nature and level of work performed by colleagues within this job/classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of colleagues assigned to this job.
• Some tasks may be assigned or modified as per company requirements.

IMPORTANT NOTICE:

• This position description is intended to describe the level of work required of the person performing in the role and is not a contract. The essential responsibilities are outlined; other duties may be assigned as needs arise or as required to support the organization. All requirements may be subject to reasonable accommodations to applicants and colleagues who need them for medical or religious reasons.

EEOC (STATEMENT):

• The Baldwin Group is an equal employment opportunity firm and strives to comply with all laws prohibiting discrimination based on race, color, religion, age, sex (including sexual orientation and gender identity), national origin or ancestry, disability, military status, marital status, and any other category protected by federal, state, or local laws. All such discrimination is unlawful, and all persons involved in the operations of the firm are prohibited from engaging in this conduct.