Compensation Analyst

Wilson Sonsini is the premier legal advisor to technology, life sciences, and other growth enterprises worldwide. We represent companies at every stage of development, from entrepreneurial start‑ups to multibillion‑dollar global corporations, as well as the venture firms, private equity firms, and investment banks that finance and advise them. The firm has approximately 1,100 attorneys in 17 offices: 13 in the U.S., two in China, and two in Europe. Our broad spectrum of practices and entrepreneurial spirit allow exceptional opportunities for professional achievement and career growth. Position Overview The Compensation Analyst will partner with the Compensation Manager and Director of HR Operations to administer the firm’s compensation programs and processes. The analyst will be the primary contact for business professional staff positions and advise managers on compensation matters; develop proposals for discussion and decision‑making; and ensure compensation practices are equitable, compliant, and aligned with organizational strategy and market practices. The role is available as a hybrid or virtual work schedule. Responsibilities Lead the administration of the annual base pay and incentive programs for professional, administrative, and legal support staff. Partner with the Compensation Manager on building out the compensation schedule, providing support to managers through the annual cycle, and ensuring adherence to the schedule. Support the Compensation Manager in developing annual budgets and forecasts for business professional staff. Collaborate with HR Business Partners to identify future compensation action items (e.g., promotions and job changes), gather relevant data for evaluation, and maintain tracking to ensure timely implementation. Review upcoming and open job requisitions for new and existing roles; provide recommendations on job titles, job levels, associated base pay ranges, and FLSA status. Serve as the primary contact for market pricing requests and provide support to managers, recruiters, and HR Business Partners with respect to market data, internal equity, and compensation guidelines. Manage participation in compensation surveys, analyze survey data, maintain job architecture and salary structures by functional role, job level, and geographic location. Collaborate with the Senior Compensation Analyst on special projects as needed. Handle Workday administration for supported populations. Audit transactions in Workday to maintain accuracy of job, salary grade, compensation, and organization information; ensure data is complete. Participate in configuring and testing compensation and time‑off functions in Workday; report issues for remediation to ensure correct payroll effects. Monitor Workday help‑case tickets and respond to compensation‑related inquiries. Implement advanced compensation functionality to support base pay and incentive cycles for staff. Work with HRIS to evaluate and implement new Workday features for compensation; support analytics and dashboard projects requiring compensation data; ensure new configurations are accurately tested and integrated with payroll. Act as liaison with the payroll department, coordinating compensation activities and business processes. Ensure compliance with applicable laws and regulations (e.g., pay equity, wage and hour, federal/state reporting obligations); conduct regular compliance audits and proactively monitor regulatory changes to reduce legal risk. Work on compensation projects and initiatives; assist with data collection and analysis; answer questions about programs and policies from managers and employees. Research and assemble workforce‑related data to support a wide variety of firm initiatives, functions, and programs, including management presentations and exhibits. Manage compensation‑program documents within the firm’s document‑management system; keep files orderly, up to date, and secure. Perform related duties as assigned or directed by supervisor. Maintain compliance with all firm policies and procedures. Qualifications Bachelor’s degree or equivalent combination of related functional experience. Minimum of 3 years of experience in an employee compensation or total rewards role; law‑firm experience is a plus. Experience with Workday compensation modules, business processes, and reporting is strongly preferred. Strong analytical ability, intellectual curiosity, organizational skills, and creativity. Ability to work efficiently with spreadsheets and large amounts of data, producing well‑organized, timely, and accurate work. Advanced MS Excel skills. Experience with global compensation frameworks. Benefits Benefits information can be found here. Equal Opportunity Employer (EOE) Equal Opportunity Employer (EOE). #J-18808-Ljbffr