Senior Compensation Analyst

The Senior Compensation Analyst is a key member of the Human Resources team responsible for conducting compensation analysis, administering compensation programs, and supporting the design and governance of competitive, equitable, and compliant pay practices. This role leads or owns portions of compensation planning processes, conducts market pricing and internal equity analyses, supports job architecture and FLSA classification reviews, and provides consultative guidance to HR partners and business leaders on pay decisions. Essential Job Functions Compensation Program Administration and Market Pricing Analyze and administer compensation programs, including base pay, short- and long-term incentives, commissions, and other compensation-related programs. Conduct market pricing analyses using published compensation surveys and internal data; interpret survey results and develop pay recommendations based on market competitiveness, internal equity, and business needs. Document compensation analysis methodology, assumptions, rationale, and recommendations to support consistent and defensible pay decisions. Support the development and maintenance of pay structures, salary ranges, compensation grades, and compensation guidelines aligned with company objectives. Participate in compensation surveys and analyze market data to help ensure competitive and equitable pay practices. Job Architecture, Leveling, and Pay Equity Conduct job evaluations, update and maintain job descriptions, and support a consistent job architecture framework across the organization. Support career framework, job leveling, compensation grade, and salary range alignment across functions and business units. Conduct internal equity and pay analyses to identify trends, pay gaps, and potential risks; recommend corrective actions where appropriate. Support FLSA classification reviews and job exemption analyses in partnership with HR, Legal, and business leaders. Compensation Planning And Cycle Support Own or lead portions of annual compensation planning processes, including merit, bonus incentive, and salary planning cycles. Prepare, compile, and analyze compensation data, reports, and spreadsheets to support decision-making, leadership review, and internal compensation cycles. Maintain accurate employee and job-related compensation data in the HRIS or related systems; generate, validate, and reconcile standard and ad hoc reports. Assist in the implementation and improvement of compensation tools, systems, and processes. Stakeholder Consultation, Compliance, and Governance Consult with HR business partners and business leaders regarding offers, promotions, adjustments, retention-related pay decisions, and incentive eligibility. Provide compensation guidance to ensure pay decisions align with internal equity, market competitiveness, company policies, budgets, and approval requirements. Monitor and assist with state and federal pay reporting and compliance requirements, including pay transparency, equal pay legislation, applicable wage and hour requirements, and accurate data collection and reporting. Support compensation policy interpretation, audit requests, documentation, controls, and governance processes to promote consistency and compliance. Maintain organized compensation documentation, including job descriptions, internal files, process guides, analysis support, and decision rationale. Additional duties and responsibilities as assigned. Minimum Qualifications Degree in Human Resources, Finance, Business Administration, Mathematics, or a related quantitative field. 4-6+ years of experience in compensation analysis or total rewards. (internships and relevant project work are a plus). Strong proficiency in Microsoft Excel (e.g., complex formulas, modeling, data validation, pivot tables, VLOOKUPs). Experience with compensation planning tools. Familiarity with data entry and a high level of comfort working with large datasets. Exceptional attention to detail and commitment to data accuracy. Strong analytical and problem-solving abilities. Excellent written and verbal communication skills. Proven ability to handle sensitive and confidential information with integrity. Prior experience with an HRIS system, e.g., Workday, SAP, or Oracle Understanding basic HR concepts and practices. Certified Compensation Professional (CCP) designation or progress toward certification preferred. Salary Up to $91,000/year base salary plus bonus eligibility This is an estimated range based on the circumstances at the time of posting, however, may change based on a combination of factors, including but not limited to skills, experience, education, market factors, geographical location, budget, and demand Benefits We offer a comprehensive benefits plan including: Medical Vision Flexible Spending Account (FSA) Employee Assistance Program (EAP) Life & AD&D Insurance Disability Paid Time Off Paid Holidays #J-18808-Ljbffr