Compensation Analyst

CordenPharma is a leading full-service Contract Development and Manufacturing Organization (CDMO) specializing in active pharmaceutical ingredients (APIs), excipients, drug products (DPs), and packaging. With around 3,000 employees worldwide, we help pharmaceutical and biotech companies manufacture medicines with the ultimate goal of improving people's lives.

Our network, spanning Europe and the U.S., provides flexible and specialized solutions across six technology platforms: Peptides, Lipids & Carbohydrates, Injectables, Highly Potent & Oncology, Small Molecules, and Oligonucleotides. We strive for excellence in supporting this network and are committed to delivering the highest quality products for patient well-being.

Our People Vision

We strive for excellence. We share our passion. Together, we make a difference in patients' lives.

SUMMARY

The Total Rewards Analyst supports the design, administration, and evaluation of the organization's compensation, benefits, and broader total rewards programs. The role ensures programs are competitive, equitable, cost-effective, and aligned with business goals by maintaining salary structures, analyzing pay practices, supporting incentive programs, and contributing to benefits administration. It also plays a critical role in workforce analytics-ensuring data accuracy, developing dashboards and reports, identifying trends, and partnering with HR and business leaders to inform strategic decision-making and strengthen organizational performance.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Include the following. Other duties may be assigned.

Compensation & Benefits Administration

• Develop, maintain, and update salary structures, job families, and pay grades using market data and internal equity analysis
• Manage annual compensation cycles, including merit increases, promotions, and incentive programs
• Monitor compensation trends and recommend adjustments to maintain competitiveness
• Conduct job evaluations and market pricing to support consistent and equitable pay decisions
• Analyze pay practices to identify compression, inequities, or policy misalignment; and partner with HR and leaders to address findings
• Support benefits administration, including open enrollment, vendor reporting, and plan performance analysis

Workforce Reporting & Analytics

• Develop, maintain, and automate dashboards, and reports covering headcount, turnover, hiring, compensation, benefits, performance, and other HR metrics
• Build financial and workforce models to forecast compensation and benefits costs
• Analyze total rewards competitiveness and employee value proposition metrics
• Track benefits participation, utilization, and cost trends; and evaluate competitiveness using benchmark data
• Conduct trend analysis and predictive modeling to identify workforce risks and opportunities
• Provide insights that support workforce planning, talent acquisition, DEI, retention, and broader talent strategies
• Prepare executive-ready summaries that translate complex data into clear, actionable recommendations

Process Improvement & Systems Support

• Analyze HR processes and identify opportunities to streamline workflows and enhance efficiency using data
• Support HRIS enhancements, system integrations, reporting automation, and process improvements
• Document data processes, reporting standards, and analytics methodologies
• Collaborate with HR Teams to ensure consistent use of data, systems, and reporting tools
• Ensure adherence to data privacy, security, and governance requirements

Data Governance & Compliance

• Maintain data accuracy across HRIS, compensation tools, and benefits systems
• Conduct regular audits to ensure compliance with internal policies and regulatory requirements
• Ensure compensation practices comply with federal, state, and local regulations, including FLSA and pay transparency laws

Stakeholder Support

• Partner with HR Business Partners, Managers, and Finance to guide pay and benefits decisions
• Respond to employee and manager inquiries related to compensation and benefits
• Develop clear communication materials that help employees Understand Total Rewards Programs
• Support change management efforts for new or updated Total Rewards initiatives

LEADERSHIP & BUDGET RESPONSIBILITIES

None.

SAFETY & ENVIRONMENTAL RESPONSIBILITIES

Every individual is personally responsible for the safety and environmental aspects of his or her activities in the workplace. Each employee is expected to perform their job duties in a safe manner utilizing all their knowledge, training, ability, and experience.

QUALITY RESPONSIBILITIES

Corden Pharma Colorado (CPC) is a manufacturer of a variety of pharmaceutical products. In following Current Good Manufacturing Practices (cGMP), Corden Pharma Colorado manufactures in accordance with the US Food and Drug Administration (FDA), International Council for Harmonisation Q7 (ICH), and other global regulations as applicable. This is critical as it is our mission to not place patients at risk due to inadequate safety, quality, or efficacy. CPC's Quality Management System, which incorporates cGMP, is designed to deliver this quality objective. Attainment is produced through the requisite participation and commitment of all staff across departments and at all levels within the company.

cGMP is the part of Quality Management System ensuring products are consistently produced to accurate quality standards. Adherence to clearly defined procedures, in compliance with the principles of cGMP, is required when performing operations across Corden Pharma Colorado.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION and/or EXPERIENCE

Bachelor's Degree in Human Resources, Business, Finance, Data Science, Statistics, Analytics, or a related field, plus five years of relevant experience.


LANGUAGE SKILLS

Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of organization.

MATHEMATICAL SKILLS

Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.

REASONING ABILITY

Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.

CERTIFICATES, LICENSES, REGISTRATIONS

None.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel and talk or hear. The employee frequently is required to stand, walk, and sit. The employee is occasionally required to reach with hands and arms; stoop, kneel, crouch, or crawl; and taste or smell. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts. The noise level in the work environment is usually moderate.

CORE COMPETENCIES

These are the specific areas of knowledge, skill and ability that are important for successful job performance. They must be job related and consistent with business necessity.

Required

• Experience in Compensation, Benefits, HR Analytics, or Total Rewards
• Strong analytical skills with proficiency in Excel, HR reporting tools, and HRIS Systems
• Knowledge of market pricing tools (e.g., Willis Towers Watson, Radford, Mercer, Culpepper)
• An understanding of compensation principles, market pricing, regulatory requirements, pay equity analysis, and compensation modeling
• Ability to interpret data and communicate insights clearly to non-technical audiences

Preferred

• Experience with BI tools such as Power BI, Tableau, or Looker
• Knowledge of SQL, Python, or R for data manipulation
• Experience with predictive analytics or statistical modeling
• Familiarity with benefits administration platforms and vendor management
• Professional certifications such as CCP, CBP, or SHRM-CP/SCP

SALARY

Actual pay will be based on your skills and experience.

BENEFITS

• 401(k) matching - Corden Pharma will contribute 100% of the first 6% - 100% vested after 2 years of service
• Accident Plan
• Critical Illness Insurance
• Dental Insurance
• Disability Insurance
• Employee Assistance Program
• Flexible Spending Account
• Health Insurance PPO/HSA
• Hospital Indemnity Plan
• ID Theft Protection
• Life Insurance
• Paid Parental Leave
• Tuition Reimbursement
• Wellness Program
• Vacation - Three Weeks 1st Year
• Vision Insurance

EQUAL OPPORTUNITY EMPLOYER

Corden Pharma provides equal employment opportunities to all employees and applicants for employment and prohibits 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 characteristic protected by federal, state, or local laws. Corden Pharma embraces fair hiring practices.

This post will expire July 17, 2026