Compensation Analyst

About The Role The Compensation Analyst is an individual contributor role responsible for supporting the administration, execution, and continuous improvement of the agency’s compensation programs and processes. This role applies strong analytical capability and foundational compensation knowledge to evaluate pay practices, conduct market and internal analyses, and support compensation‑related decision‑making. The Compensation Analyst partners closely with the Senior Manager, Compensation, HR Business Partners, Talent Acquisition, Finance, and HRIS to support key compensation initiatives, including job architecture, market pricing, annual compensation cycles, pay equity analysis support, and compensation process optimization. This role plays an important part in ensuring compensation programs are data‑informed, operationally effective, and aligned with internal policies and applicable regulations. This position is well suited for a compensation professional with relevant experience who is looking to deepen subject matter expertise, strengthen analytical capability, and grow toward broader ownership over time. Responsibilities Support the administration and ongoing improvement of compensation programs, structures, tools, and processes. Assist in conducting job evaluations, job leveling, FLSA analyses, and salary range assessments to support internal equity, market competitiveness, and compliance. Analyze internal pay data and external market data to support hiring, promotion, and other compensation‑related decisions. Partner with the Senior Manager, Compensation, HR Business Partners, and Talent Acquisition to provide analytical support on compensation‑related questions, offers, and pay recommendations. Support pay equity analyses through data preparation, validation, reporting, and synthesis of findings in partnership with Compensation, HRIS, and Finance. Apply strong Excel‑based analysis and modeling skills to identify trends, issues, and opportunities related to pay, internal alignment, and compensation program effectiveness. Help prepare data, documentation, and reporting materials to support compensation reviews, audits, and related analyses. Contribute to the communication of findings and insights in a clear and organized manner for key stakeholders. Provide analytical support for compensation‑related workforce planning activities, including merit, promotion, and organizational change scenarios. Build and maintain spreadsheets, models, and reporting tools that support cost analysis, pay impact assessments, and compensation planning. Help translate data into clear summaries and visuals to support team and stakeholder discussions. Participate in compensation surveys and support vendor data submissions, analysis, and related administration. Support initiatives related to market pricing, geographic differentials, pay transparency readiness, and compensation process enhancements. Help ensure compensation programs are administered consistently and in compliance with applicable regulations and internal policies through audits, reporting, and process controls. Identify opportunities to improve compensation reporting, documentation, workflows, and systems in partnership with Compensation and HRIS. Qualifications Bachelor’s degree in Human Resources, Finance, Business, Economics, or a related field, or equivalent professional experience. Typically 2+ years of compensation experience, or related analytical experience in HR, Total Rewards, Finance, or a similar function. Foundational knowledge of compensation principles, including market pricing, salary structures, job leveling, and compensation administration. Strong proficiency in Excel, including formulas, data manipulation, and analysis. Demonstrated analytical and problem‑solving skills, with the ability to organize data and support recommendations. Ability to communicate clearly and work effectively with cross‑functional stakeholders. Preferred Qualifications Experience supporting compensation analyses, salary benchmarking, or annual compensation cycle administration. Familiarity with pay equity analysis support, workforce planning, or compensation‑related reporting. Exposure to HRIS platforms and reporting environments (e.g., Workday or similar systems). Experience working with compensation survey tools and market data sources. Comfort working in a dynamic, fast‑paced environment with multiple priorities and deadlines. Strong organizational and project management skills, with an interest in growing compensation expertise over time. Compensation The base annual salary range for this role, applicable across all U.S. locations, is $81,000 USD – $105,000 USD. Benefits Comprehensive benefits program including medical, dental, and vision coverage Pretax accounts including HSA (company match), Medical & Dependent Care FSA Generous time off including PTO, Holidays, Annual Wellness Break, Summer Fridays and Personal Days Short & Long‑Term Disability, paid by company Parental Leave, up to 12 weeks for birthing and non‑birthing parent Caregiver Leave, up to 2 weeks to help eligible family member with serious health condition Community Engagement, up to 24 hours Bi‑annual Wellness Credits, up to $300 per year Support with home office equipment Monthly Technology Credit (to offset internet / phone costs) 401(k) Traditional and Roth options with company match Learning and Development Programs for our employees Equal Opportunity We. provides equal employment opportunity and does not discriminate against an employee or applicant because of age, race, color, religion, gender, national origin, veteran status, disability, sexual orientation, gender identity or expression, marital status, or other legally protected class status. Diversity and Inclusion We. values a diverse and inclusive workforce and is committed to creating a workplace where everyone thrives. We promote an atmosphere in which diversity of people and ideas are welcomed and valued. Diversity includes differences in race, religion, gender identity or expression, age, lifestyle, ethnic background and sexual orientation as well as differences in experiences and ideas. North America non‑remote employees are required to come into the office 3 days a week. #J-18808-Ljbffr We. Communications