Compensation Analyst

Overview The Compensation Analyst conducts analysis and interpretation relations to the organization’s compensation programs (i.e. salary plans, annual merit and equity). This position ensures compliance with the organization’s policies and practices and local, state, and federal laws and regulations. This position supports the design, implementation and maintenance of programs that attract and retain the high caliber of talent needed to remain competitive in the marketplace and conducts analysis and forecasting of programs for developing recommendations. This position is based on the East Cost and requires at least 2 days in person office. Key Responsibilities Design and Administer Compensation Plans and Programs Supports the planning, design, analysis, development, implementation, and administration of the compensation plans, programs, guidelines, and processes. Conduct analysis and interpretation related to organization-wide, business-specific base salary program and plan documents based on the organization’s compensation philosophy. Provides analytical support and modeling for base salary and equity considerations. Conduct research and analysis to ensure compensation programs (e.g., base, executive, etc.) remain competitive in the marketplace and compliant with policies, laws, and regulations, including FLSA regulations. Analyzes revisions and process enhancements that are cost effective and consistent with market trends, corporate compensation philosophy, best practices, and business strategy and objectives. In conjunction with other stakeholders, develop incentive packages that assist the organization in meeting its business objectives. Conducts Market Analysis Conducts market analysis of company jobs to determine competitive positioning of the organization’s pay programs. Conducts, prepares, analyzes, and maintains compensation surveys, summaries and benchmarks data against organization’s positions. Comply with internal and external audit requirements to ensure accurate and timely internal and external reporting on compensation programs and practices. Remains current on applicable regulations related to total rewards to compensation (FLSA, EEOC, etc.) Conducts Compensation Projects Help lead various compensation projects (e.g., market studies, compensation surveys, impact analysis, modeling, costing, etc.) to remain competitive, compliant, and cost effective. Participates in annual salary administration programs, including salary structure creation and maintenance and development of salary increase budgets. Participants in administration of annual performance management or salary increase programs. Builds and Maintains Internal and External Relationships Develops and maintains positive business relationships with associates, vendors, stakeholders, etc. which fosters an environment for mutual respect, understanding, and support. Maintains relationships with third party administrators, consultants and vendors. Responds to associates’ inquiries in a thorough, accurate, and timely manner. Required Skills for the Role Data analysis and interpretation: Ability to analyze compensation data, identify trends, and draw actionable insights. Excel proficiency: Advanced skills in spreadsheets, pivot tables and formulas. HRIS and compensation systems: Familiarity with Workday and ADP platforms. Market pricing and benchmarking: Experience using Salary.com. Statistical modeling: Understanding of regression analysis and pay equity analytics. Job evaluation and leveling: Ability to assess roles and assign appropriate job grades or bands. Salary structure design: Experience building and maintaining salary ranges and geographic differentials. Stakeholder engagement: Ability to work with HR partners, finance and business leaders. Report writing and presentation: Clear communication of findings and recommendations. Training and guidance: Supporting managers in understanding compensation policies and tools. Process improvement: Identifying opportunities to streamline compensation workflows. Project management: Managing timelines and deliverables for compensation cycles (e.g., merit, equity). Documentation and audit readiness: Ensuring accuracy and consistency in compensation records. Salary: $75,000 -$95,000 #LI-Hybrid Working at Year Up United Starting January 5, 2026, employees are expected to work on-site at least two days per week (Monday through Thursday dependent on job requirements). To be eligible for employment, candidates must live and work in a state (or an approved proximate state*) where Year Up United operates. For a list of eligible locations, please visit: . *Approved proximate states where Year Up United operates are: Connecticut, Indiana, New Hampshire, New Jersey, South Carolina and Virginia. Compensation & Benefits Year Up United has established salary ranges for each of our sites, which allows us to pay employees competitively, equivalently and consistently across different geographic markets. For roles in which the location is listed as flexible, the range displayed reflects the minimum and maximum target for new hire salaries for the position across all US locations. Salary offers take into account a candidate’s skills, experience, and location. Your recruiter can share more about the specific salary range for your location during the hiring process. Benefits: Comprehensive healthcare options and dental coverage; 401(k) match for eligible participants. Vacation: Earn three weeks paid vacation in first year of employment; four weeks after initial year. Professional Development: Funds available to support staff in achieving career objectives ($2,500 per year) This is an exempt role (paid on a salaried basis). Commitment to Diversity Year Up United embraces diversity and equal opportunity in a serious way. All aspects of employment, including the decision to hire, promote, discharge, or discipline, are based on meritocracy. We do not permit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristics protected by federal, state, or local laws. Learn more about our commitment to diversity: Year Up United is also committed to working with and providing reasonable accommodations to individuals with disabilities. Your recruiter can provide details regarding the expected work environment and any physical requirements. Please let our hiring team know if you need an accommodation at any point during the interview process. Information received relating to accommodation will be addressed confidentially. #J-18808-Ljbffr