Sr Compensation Analyst

Senior Compensation AnalystTopgolf is a sports entertainment company that has changed how millions of people experience golf—and a genuinely energizing place to build a career. Every year, guests visit our venues for an experience that's hard to find anywhere else: hitting golf balls toward a target-lined outfield, tracking every shot in real time, enjoying great food and drinks, and connecting with friends, family, and coworkers.With more than 100 venues worldwide and proprietary Toptracer technology integrated into our guest experience and licensed globally, Topgolf operates at the intersection of entertainment, technology, and hospitality. We are a growing, dynamic business with meaningful opportunities to innovate, scale, and continuously improve how we support our teams and our guests.The Senior Compensation Analyst is a trusted advisor and expert partner responsible for designing, analyzing, and communicating compensation programs that advance our talent strategy and business goals. This role blends strong technical analysis, market intelligence, and strategic storytelling to influence leaders and ensure our compensation philosophy is applied consistently, competitively, and compliantly. This person will be a key point of contact for all brand position pricing, supporting compensation governance, pay equity analytics, and annual cycles while providing creative, practical recommendations that balance competitiveness, internal equity, and fiscal responsibility.Key Responsibilities:Lead market pricing for new and existing roles using reputable survey sources, resulting in defensible pay ranges and structuresMaintain job architecture alignment (levels, career paths, job families) and ensure roles map correctly to survey benchmarksConduct ad hoc market assessments for hard-to-fill or evolving roles and geographic differentialsPartner with Legal/HR Ops and Compliance to ensure all compliance measures (FLSA, pay transparency, local regulations) are implementedSupport design and refresh of base, bonus, and sales incentive programs, recommending creative, data-driven solutions that address attraction, retention, and performanceOwn compensation calendar deliverables (merit, promotions, market adjustments, bonus planning), including modeling, guardrails, and leader enablementCreate and maintain advanced Excel modelsConduct pay equity analyses and ongoing monitoring; partner with HR/Legal to action insightsDevelop dashboards and executive-ready visuals that translate complex data into clear, actionable narrativesPresent compensation philosophy and recommendations to HRBPs, Finance, and business leaders in a clear, collaborative mannerCreate playbooks, one-pagers, and FAQs to enable managers to make consistent, policy-aligned decisionsProvide consultative support on offers, promotions, and retention packages; ensure decisions adhere to governance and budgetPerform other duties as assignedCore competencies for success:Strategic & Systems Thinking: Connects compensation programs to business strategy, talent outcomes, and budget realities.Maintains job architecture alignment across levels, career paths, and job families to support long term talent strategy.Balances competitiveness, internal equity, and fiscal responsibility in program recommendations.Analytical Rigor & Creativity: Blends quantitative discipline with inventive, pragmatic solutions.Builds advanced Excel models and dashboards that translate complex data into clear, actionable narratives.Recommends creative, data-driven solutions for base, bonus, and sales incentive program design.Governance & Judgment: Champions consistency, equity, and compliance; exercises sound decision-making.Partners with Legal, HR Ops, and Compliance to ensure FLSA, pay transparency, and local regulatory requirements are met.Conducts pay equity analyses and ongoing monitoring, partnering with HR/Legal to action insights.Stakeholder Partnership: Builds trust; tailors messages for HR, Finance, and business leaders; handles pushback skillfully.Presents compensation philosophy and recommendations to HRBPs, Finance, and business leaders with clarity and influence.Provides consultative support on offers, promotions, and retention packages.Execution Excellence: Manages calendars, deadlines, and competing priorities with precision.Owns compensation calendar deliverables, including merit, promotions, market adjustments, and bonus planning.Creates playbooks, one-pagers, and FAQs to enable consistent, policy-aligned manager decisions.Qualifications:5–7+ years of progressive experience in compensation analysis; experience in Hospitality, Restaurant, or Multi-Unit environments preferredBachelor's degree in Business, HR, Finance, or a related fieldProven expertise using Excel at an advanced level (nested formulas, dynamic arrays, INDEX/MATCH/XLOOKUP, PivotTables, Power Query, scenario modeling, data validation)Familiarity with compensation survey data (methodology, survey job matching, aging, blending, geo-differentials) and market pricing best practicesExperience with compensation governance, policy development, and pay transparency readinessDemonstrated ability to present compensation philosophy and complex analyses to senior stakeholders with clarity and influenceFamiliarity with incentive design principles (eligibility, targets, measures, calibration, payout curves) and equity basics, if applicablePreferred Skills:Certified Compensation Professional (CCP) preferredExperience with Workday, Power BI/Tableau, or similar compensation planning toolsBackground in Hospitality, Restaurant, or Multi-Unit compensation programsBenefits:Free Play & 1/2 price food! Health, dental, vision, 401(k) team member match, free mental well-being platform – and that's just for starters for those who qualify.