Compensation Analyst

The HR Compensation Analyst supports the design, implementation, and administration of the organization’s compensation programs to ensure internal equity, market competitiveness, and alignment with business strategy. This role is responsible for job evaluation, market pricing, salary survey participation, job catalog maintenance, and compensation analytics, as well as supporting annual compensation initiatives and special projects. What you will do? Conduct market analysis and job pricing using external salary surveys and benchmarking tools. Participate in and manage salary surveys, including job matching, data submission, analysis, and interpretation of results. Analyze market trends, pay practices, and competitive positioning to provide recommendations on pay structures and ranges. Support the development, maintenance, and administration of salary ranges, incentive plans, and other compensation programs. Maintain the organization’s job catalog, including job titles, job codes, job families, and career levels. Partner with HR Business Partners and business leaders to review, evaluate, and update job descriptions. Conduct job evaluations using established methodologies to ensure consistency and internal equity. Support job architecture and leveling initiatives to promote clarity and career progression. Participate in compensation projects such as program redesigns, M&A integration support, pay equity reviews, or policy updates. Perform quantitative analysis and create reports, dashboards, and presentations for leadership and HR stakeholders. Ensure data accuracy and integrity across HRIS and compensation systems. Assist with audits and ensure compliance with compensation‑related laws and regulations. Required Qualifications Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field. 4–6 years of experience in compensation, HR analytics, or a related HR specialty. Strong analytical and quantitative skills with the ability to interpret and summarize complex data. Proficiency in Excel and HRIS systems; experience with compensation tools and survey platforms highly desirable. Solid understanding of compensation principles, market benchmarking, and job evaluation. Strong attention to detail, organization, and data integrity. Effective communication skills and the ability to explain compensation concepts clearly to non‑technical audiences. Ability to manage multiple priorities and deadlines in a fast‑paced environment. Preferred Qualifications Certified Compensation Professional (CCP) or progress toward certification is a plus. Experience working with salary surveys and market pricing. Texoma Association of Total Rewards is a 501(c)3 non‑profit organization. #J-18808-Ljbffr Mytexomatr