Senior Compensation Analyst

Position Summary: The Senior Compensation Analyst is a key member of the Caturus Human Resources team, responsible for designing, administering, and continuously improving the Company's total reward programs. Reporting directly to the Chief Human Resources Officer, this individual serves as the internal subject matter expert on base pay, short-term incentives (STI), long-term incentives (LTI), and non-qualified deferred compensation programs. The role partners closely with Finance, Legal, and senior leadership to ensure that compensation strategies are competitive, equitable, budgeted, compliant, and aligned with Caturus’ growth trajectory and culture as a leading, independent, integrated natural gas and LNG company. Key Accountabilities: Lead the administration, communication, and strategic design updates of Caturus’ base pay and short and long-term incentive programs, ensuring market competitiveness and internal equity. Conduct regular market pricing and benchmarking analyses using industry compensation surveys (e.g., Mercer, WTW, Aon, E-27) to create pay structure(s) and maintain competitive positioning across all employee populations, including upstream operations, LNG, midstream, and corporate functions. Manage the annual compensation review cycle, including base pay planning and review, STI and LTI program allocations/awards/vesting, HRIS uploads, and communication materials for employees and managers. Create, review/update, and administer the company's job architecture system, including job leveling, grading/banding, and titling frameworks; conduct job evaluations for new and revised roles. Partner with HR Business Partners and Talent Acquisition to support position description creation and offer development, ensuring selection and compensation decisions are sound and consistent and equitable with approved grading/banding structures. Prepare compensation analyses, modeling, and recommendations for senior leadership and the Board (as needed), including executive compensation benchmarking and pay equity reviews. Ensure compliance with all applicable federal, state, and local compensation regulations, including FLSA classification reviews, Equal Pay Act considerations, and relevant reporting requirements. Develop and maintain compensation guidelines, processes/procedures, and educational resources (e.g., total compensation statements); deliver training and guidance to HR colleagues, managers, and employees on compensation programs and philosophy. Partner closely with business leaders and HR stakeholders to evaluate, develop, and administer position-specific (as applicable), compensation programs and pay practices, including per diem arrangements, extended workweek compensation, and other specialized compensation provisions, ensuring market competitiveness, internal equity, and compliance with company policies and applicable regulations. Support the evaluation and administration of benefits programs, in coordination with the broader HR team, with a focus on total rewards positioning. Serve as subject matter expert/super user in HRIS selection, implementation, and application (integration with/external benchmark data, performance appraisal inputs that drive compensation calculations, etc.). Serve as a liaison to external compensation consultants, survey vendors, and legal counsel, as needed, on compensation-related matters. Qualifications Education, Certificates, and Licenses Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field required. Certified Compensation Professional (CCP) designation preferred or active pursuit encouraged. PHR, SHRM‑CP, SHRM‑SCP, or SPHR a plus. Experience/Preferred Prior experience in the energy, oil and gas, or natural resources sector strongly preferred; familiarity with upstream, midstream, or LNG compensation benchmarks is a plus. Experience supporting compensation programs in a high-growth, private equity-backed, or pre‑IPO company environment preferred. Familiarity with international compensation practices, particularly in China or France. Prior experience supporting a company through a significant growth event, acquisition integration, or organizational restructuring. Knowledge, Skills, and Abilities Proven experience executing all of these Key Responsibilities. Experience building or refreshing a job architecture from the ground up. Deep proficiency in compensation benchmarking methodologies and survey participation (Mercer, WTW, Aon, or equivalent). Strong analytical and financial modeling skills; advanced Microsoft Excel required (pivot tables, VLOOKUP/XLOOKUP, scenario modeling). Solid understanding of executive compensation, equity plan design (profits interests, phantom equity, or stock‑based compensation), and incentive plan mechanics. Exceptional attention to detail with the ability to manage multiple priorities in a fast‑paced, resource‑lean environment. Strong written and verbal communication skills; ability to translate complex compensation data into clear, actionable insights for non‑technical audiences. High degree of integrity and discretion in handling sensitive and confidential compensation data. Working knowledge of HRIS platforms; experience with SuccessFactors, ADP, or equivalent systems preferred. #J-18808-Ljbffr