Senior Compensation Analyst

Our client is seeking a Senior Compensation Analyst for a full-time position within their organization in Chester, NY. Job Description This is a hands‑on role for a seasoned compensation professional who can independently assess the client’scurrent programs, processes, structures, and data; identify discrepancies, anomalies, inequities, and opportunities; and translate findings into practical, data‑driven recommendations. The Senior Compensation Analyst will oversee the full scope of compensation activities, including market pricing, compensation surveys and survey data, salary structures, job evaluations, internal equity, annual merit processes, bonus and incentive programs, and compensation analysis. The ideal candidate is someone who can come in, assess, take charge, and build. This individual should be comfortable working independently, digging into data, identifying what needs attention, and driving solutions with minimal direction. Key Responsibilities Compensation Strategy & Program Management Own and serve as the subject matter expert for the organization’s compensation function. Evaluate existing compensation programs, structures, and processes and recommend improvements. Develop compensation recommendations that support market competitiveness, internal equity, retention, and business objectives. Partner with HR leadership and business leaders on compensation strategy and decisions. Market Data & Compensation Surveys Manage participation in compensation surveys, including job matching, data submission, validation, and analysis. Analyze compensation survey data and external market information to assess competitiveness and inform pay decisions. Conduct market pricing and benchmarking for positions across the organization. Develop, maintain, and evaluate salary ranges, pay grades, and job structures. Monitor market trends and recommend adjustments to compensation structures and practices. Compensation Analysis & Annual Programs Analyze compensation data to identify discrepancies, anomalies, compression, internal equity concerns, and potential pay gaps. Assist with the annual merit review and compensation planning process. Provide compensation guidance and modeling for new hires, promotions, retention adjustments, and other compensation actions. Develop reports, dashboards, and analyses that support informed compensation decisions. Data, Compliance & Process Improvement Maintain the accuracy and integrity of compensation data and conduct regular audits. Identify opportunities to improve, streamline, and strengthen compensation processes and reporting. Support pay equity analyses and ensure compensation practices align with applicable laws and regulations. Partner with HRIS, Payroll, Finance, Legal, and other teams as needed on compensation‑related matters. Business Partnership & Advisory Serve as a trusted compensation advisor to HR leadership, HR Business Partners, Talent Acquisition, and business leaders. Clearly communicate compensation findings, recommendations, and market data to stakeholders at all levels. Proactively identify compensation issues and opportunities and drive solutions through implementation. Maintain confidentiality and exercise sound judgment when handling sensitive compensation information. Qualifications Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field. 5+ years of progressive compensation experience, with experience independently managing a broad range of compensation responsibilities. Hands‑on experience with compensation surveys and survey data, including survey participation, job matching, market analysis, and interpretation of results. Strong knowledge of compensation principles, market pricing, salary structures, job evaluation, internal equity, incentive compensation, and pay practices. Strong analytical skills with demonstrated ability to identify trends, discrepancies, anomalies, and opportunities within complex compensation data. Experience leading annual merit, bonus, and/or incentive compensation processes. Advanced proficiency in Microsoft Excel, including the ability to analyze large datasets, develop complex models, and create executive‑level reporting and insights. Experience in a complex, multi‑state organization such as telecommunications, cable, technology, or other service‑based industries Experience with HRIS systems and major compensation survey providers and market data sources. Experience developing or redesigning salary structures, job architecture, or compensation programs. Strong business judgment and the ability to translate complex data into clear, actionable recommendations. Excellent communication and presentation skills. Ability to work independently, prioritize effectively, and take ownership of projects and responsibilities with minimal direction. Ability to handle confidential and sensitive information with discretion. Experience supporting executive or senior‑level compensation. CCP or other professional compensation certification is a plus. About ManpowerGroup, Parent Company of: Manpower, Experis and Talent Solutions Experis® is a global leader in technology services and part of the ManpowerGroup® (NYSE: MAN) family of brands. We connect skilled technology professionals with meaningful opportunities where they can grow their careers, expand their expertise and make a real impact. Guided by the belief that it takes Human Ingenuity to unlock the true potential of technology, Experis helps people gain experience with leading organizations, build sought‑after skills and take the next step toward a brighter future. Backed by ManpowerGroup’s 75+ years of workforce expertise and global reach across more than 70 countries and territories, Experis brings the scale, insight and opportunity to help people and businesses thrive. ManpowerGroup is consistently recognized for its commitment to inclusion, ethics and responsible business, including being named one of the World’s Most Ethical Companies. Learn more at Experis.com. #J-18808-Ljbffr ManpowerGroup Global, Inc.