Senior Compensation Analyst

Serving the needs of all families with young children, Carter’s Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carter’s, OshKosh B’gosh, Skip*Hop and Little Planet brands. Meaningful work, constant learning, genuine people, and a community guided by core values that promote inclusion and innovation is in everything we do. There are many reasons to build your career at Carter's. How you’ll make an impact: The Senior Compensation Analyst is responsible for delivering analytical and operational support for compensation programs. This role focuses on market pricing, pay administration, internal equity analysis, and incentive plan support to ensure compensation practices are competitive, compliant, and aligned with business strategy. The position partners closely with HR Business Partners, Finance, and other internal stakeholders. Market Pricing & Benchmarking (35%) Leads job analysis using internal equity and external market data to determine appropriate job levels, wage grades, and placement within salary structures. Maintains, updates, and communicates salary structures to HR partners and business stakeholders. Leads the annual compensation survey strategy, including vendor selection support, survey participation, data quality review, and resolution of market data gaps. Serves as the primary owner of the job description library across all functions, ensuring alignment with job architecture, career paths, and pay practices. Creates and maintain job profiles and compensation-related configurations within Workday. HR & Business Partner Support (25%) Acts as a trusted compensation resource to HR Business Partners by providing consultative, day-to-day compensation support. Partner with HR to support workforce changes such as reorganizations, job changes, and new role creation. Responds to compensation-related inquiries with clear, data-driven recommendations aligned to policy and market practices. Supports education and change management efforts related to compensation philosophy, programs, and tools for HR and leadership audiences. Base Pay Administration & Salary Planning (20%) Provides hands‑on support for the design, implementation, and administration of broad‑based compensation programs and incentives. Administers annual merit, promotion, and market adjustment cycles, including mid‑year compensation processes. Ensures compensation actions are executed accurately and within approved guidelines and budgets. Develop and deliver customized compensation statements and leader‑facing materials to support decision‑making and employee communication. Identifies risks and improvement opportunities within salary planning processes and recommend solutions to enhance consistency and effectiveness. Acts as a trusted compensation resource to HR Business Partners by providing consultative, day‑to‑day compensation support. Partner with HR to support workforce changes such as reorganizations, job changes, and new role creation. Responds to compensation‑related inquiries with clear, data‑driven recommendations aligned to policy and market practices. Supports education and change management efforts related to compensation philosophy, programs, and tools for HR and leadership audiences. Influence outcomes through strong advisory skills while ensuring adherence to compensation governance and policy. We’d Love to hear from you if: (Requirements section) Must have: 3–5 years of progressive experience in compensation, HR analytics, or a related HR discipline Strong analytical and quantitative skills with the ability to interpret complex data Proficiency in Excel (advanced formulas, pivot tables) and compensation tools Knowledge of compensation principles, job evaluation methods, and pay equity concepts Ability to partner and effectively communicate with members of the HR team as well as cross‑functionally. Preferred skills and experience: Bachelor’s degree in human resources, Finance, Business, or a related field. Prior experience maintaining and supporting compensation programs. Ability to identify and troubleshoot issues. Resolve the root cause. Workday experience preferred. Ability to clearly communicate data‑driven insights to non‑technical stakeholders Ability to manage multiple priorities and meet deadlines independently Sound judgment and discretion when handling confidential information Carters is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, veteran status, or any other status protected by federal, state, or local law. #J-18808-Ljbffr