Lead Compensation Analyst

The Calix platform enables Communication Service Providers (CSPs) of all sizes to transform and future-proof their businesses. Through real-time data, automation, and actionable insights delivered via Calix One - our cloud-first, AI-powered platform - CSPs can simplify operations, collapse cost, and accelerate innovation. Calix One brings together the automation of everything and the experience of one, empowering customers to deliver differentiated subscriber experiences while driving acquisition, loyalty, and revenue growth. This is the Calix mission: to enable CSPs of all sizes to simplify, innovate, and grow, strengthening both their businesses and the communities they serve.


We're at the forefront of a once in a generational change in the broadband industry. Join us as we innovate, help our customers reach their potential, and connect underserved communities with unrivaled digital experiences.

This is a remote position that can be based anywhere in the United States or Canada. It is an exciting time to join Calix as we work together to imagine and create the broadband experience that the world needs and wants. Our Talent & Culture team is growing, and we are looking for a Lead Compensation Analyst to join us.

The Lead Compensation Analyst is a key compensation subject matter expert who develops, implements, and administers Calix compensation programs, policies, and practices. This role independently leads complex compensation initiatives, consults with leaders and Talent & Culture partners, and uses market intelligence and analytics to support informed, financially responsible decisions. The role partners with business leaders, Finance, Legal, and other stakeholders to align compensation programs with business and talent objectives while maintaining market competitiveness.

Responsibilities and Duties

• Provide expert compensation consultation and recommendations for new hires, promotions, transfers, job matches, reorganizations, job leveling, and career architecture.
  
• Partner with Talent & Culture Business Partners and business leaders to resolve complex compensation matters and develop scalable solutions; provide guidance to leaders up to the SVP level.
• Influence compensation program design and recommend enhancements aligned with business strategy.
• Lead compensation market studies, salary surveys, benchmarking analyses, and competitive assessments; evaluate survey vendors, market-pricing methodologies, and external market intelligence sources.
• Develop market composites, peer group analyses, salary structure recommendations, and models for salary range and geographic pay differential adjustments.
• Analyze compensation trends and recommend solutions that balance market competitiveness, internal equity, and financial responsibility.
• Serve as a subject matter expert for job architecture, leveling, and compensation frameworks; conduct complex job evaluations and recommend job levels, grades, and compensation positioning.
• Partner with Talent Acquisition and Talent Management to support consistent application of job frameworks.
• Lead annual compensation review programs, bonus processes, budget planning activities, project timelines, cross-functional coordination, approvals, communications, training, and audits.
• Recommend improvements to compensation tools, processes, and system configurations.
• Support equity compensation analysis and administration, executive compensation matters, board materials, Compensation Committee presentations, and long-term incentive scenario modeling.
• Monitor compensation-related legislation and emerging global trends; advise on FLSA exemption determinations, pay transparency, equal pay, and related regulatory matters.
• Develop advanced compensation analyses, cost models, workforce planning forecasts, business cases, dashboards, metrics, and reports; present findings and recommendations to leadership audiences.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field, or equivalent experience.
• Typically a minimum of 8 years of progressive compensation experience, including market analysis, compensation program design, and compensation administration.
• Experience supporting compensation programs in a public company environment.
• Strong knowledge of compensation survey methodologies and platforms, including Aon/Radford, Mercer, and comparable sources.
• Strong Workday compensation experience; experience with BetterComp or a comparable compensation technology platform is preferred.
• Advanced Excel, PowerPoint, compensation modeling, analytical, consulting, and problem-solving capabilities.
• Demonstrated project leadership and program management experience, with the ability to manage complex or ambiguous compensation issues with little oversight.
• Exceptional verbal, written, presentation, and stakeholder-influence skills across multiple organizational levels.
• Ability to prioritize multiple initiatives in a fast-paced, matrixed global organization.
• Certified Compensation Professional (CCP) designation and executive compensation experience are preferred.

Location and Travel

• Remote-based position located in the United States or Canada.
• Requires less than 25% travel and attendance at in-person meetings.

#LI-Remote

The base pay range for this position varies based on the geographic location. More information about the pay range specific to candidate location and other factors will be shared during the recruitment process. Individual pay is determined based on location of residence and multiple factors, including job-related knowledge, skills and experience.

San Francisco Bay Area:
133,400 - 200,100 USD Annual
Select US Metros and States:
116,000 - 174,000 USD Annual
Other US Locations:
104,400 - 156,600 USD Annual

As a part of the total compensation package, this role may be eligible for a bonus. For information on our benefits click here.