Compensation Analyst

Compensation Analyst

The Compensation Analyst partners with HR and business leaders to design, administer, and continuously improve compensation programs that support organizational strategy, talent attraction, and retention. This role provides analytical expertise, market insight, and data-driven recommendations to ensure compensation practices are equitable, competitive, and aligned with business objectives. As part of a collaborative compensation team, the Compensation Analyst shares ownership of programs, projects, and client support while maintaining high standards of accuracy, governance, and service.

The Compensation Analyst is responsible for analyzing, administering, and continuously improving base pay, variable, and supplemental compensation programs across the organization, supporting assigned business units and job families. They serve as a trusted advisor to HR Business Partners and business leaders by providing guidance on compensation strategy, market trends, and pay decisions aligned with organizational goals.

The Compensation Analyst evaluates and benchmarks compensation and recognition programs to ensure internal equity and external competitiveness, and develops data-driven recommendations for pay actions and program changes. They build compensation models and scenario analyses to support pay decisions, workforce planning, program design, and leadership discussions. They also contribute to enterprise-wide compensation strategy.

The Compensation Analyst leads compensation survey participation, ensuring accurate market benchmarking that informs competitive pay strategies, and manages the integration, validation, and ongoing maintenance of internal and external compensation data. They ensure compensation practices, data, and recommendations comply with internal governance standards, pay equity principles, audit requirements, and accuracy expectations.

The Compensation Analyst designs and delivers tools and education that enable leaders to make confident, informed pay decisions, and executive-ready presentations to support consistent and informed decision-making. They support multiple business units and job families and present insights to leadership across the large, multi-line financial organization.

The Compensation Analyst collaborates across HR and key business functions (Legal, Finance, IT, Payroll) to support compensation programs and initiatives. They partner with other Compensation Analysts to share ownership of projects and client groups. They manage multiple initiatives with competing priorities while maintaining accuracy, discretion, and strong client service.

Minimum Level of Education Required to Perform the Primary Responsibilities of this Position: BA or BS

Minimum # of Years of Job Related Experience Required to Perform the Primary Responsibilities of this Position: 3

Skills Required to Perform the Primary Responsibilities of this Position:

• Excellent communication skills, both written and verbal
• Excellent customer service skills
• Excellent project management skills
• Excellent organizational, analytical and interpersonal skills
• Detail-oriented
• Ability to work and multi-task in a fast paced environment
• Working knowledge of basic statistical and analytical methods, with the ability to interpret trends and apply insights to compensation decisions
• Strong experience with HRIS applications, including Workday
• Proficiency in creating executive ready Microsoft PowerPoint presentations
• Intermediate proficiency in Microsoft Excel, including analysis, graphing, combining data from multiple sources, and troubleshooting

Licensures/Certifications Required to Perform the Primary Responsibilities of this Position:

• CCP preferred

Physical Requirements or Work Conditions Beyond Traditional Office Work: N/A

Equal Employment Opportunity (EEO): It is the policy of F.N.B. Corporation (FNB) and its affiliates not to discriminate against any employee or applicant for employment because of age, race, color, religion, sex, national origin, disability, veteran status or any other category protected by law. It is also the policy of FNB and its affiliates to employ and advance in employment all persons regardless of their status as individuals with disabilities or veterans, and to base all employment decisions only on valid job requirements. FNB provides all applicants and employees a discrimination and harassment free workplace.

FNB will not provide sponsorship for employment-based visas for this position; only candidates who are legally authorized to work in the U.S. will be considered.