HR Analyst, Senior Compensation

This position is responsible for administering and enhancing compensation programs and processes for ABS employees across our enterprise- Bureau, Group and Wavesight on a global basis, supporting operations in 60+ countries. The role serves as a key liaison to Human Resources and management to analyze, recommend, implement, and refine compensation practices, policies, and programs that support business needs and align with organizational philosophy. The Senior Compensation Analyst provides both strategic and hands‑on support in the areas of job evaluation, market pricing, salary structures, annual compensation cycles, pay equity, job architecture, and pay transparency. This position helps ensure compensation programs are competitive, internally equitable, compliant, and scalable across a complex global organization. What You Will Do: 1. Job Architecture and Job Evaluation Reviews, monitors, and approves job descriptions and other HR documentation through ETQ in partnership with HR Generalists and business stakeholders. Ensures job descriptions are accurate, current, and appropriately reflect role scope, responsibilities, and required qualifications. Supports the development, maintenance, and governance of job architecture, including job families, levels, titling conventions, and role alignment across the organization. Performs job evaluation activities for new and existing roles using established methodologies and market‑based practices. Determines appropriate job level, salary grade, and FLSA exemption status, where applicable, for new and revised positions. Partners with HR and management to provide guidance on role design, leveling, and classification decisions. 2. Market Pricing and Salary Surveys Performs market pricing and internal equity reviews for positions across multiple functions and geographies. Completes salary survey participation and coordinates submission of compensation data to external survey providers. Maintains survey results, benchmark data, and market pricing resources for the organization worldwide. Evaluates survey matches and market data quality to support accurate and reliable compensation analysis. Monitors compensation market trends, pay movement, and emerging practices across key labor markets. 3. Compensation Analysis and Administration Analyzes compensation data to support hiring, promotions, transfers, retentions, and other pay actions. Works with HR Generalists and business leaders to evaluate salaries for new hire offers, promotions, transfers, retentions, and other ad‑hoc adjustments as requested. Assists with the preparation, implementation, and maintenance of global salary structures, ranges, and compensation guidelines. Maintains employee and job information in the compensation database and related systems. Reviews compensation transactions and data for accuracy, consistency, and compliance with policy and practice. Gathers relevant market data on pay practices, compensation programs, and economic trends as needed. Provides data‑driven recommendations that balance market competitiveness, internal equity, business needs, and compensation philosophy. 4. Annual Compensation Programs Assists in the planning, preparation, and administration of the annual merit process. Supports development of merit planning tools, guidelines, reports, and communications. Answers questions and provides guidance to HR Generalists and managers on organizational philosophy, pay‑for‑performance, salary positioning, and system‑related issues. Assists in the administration of the annual incentive process, including analysis, validation, documentation, and reporting activities as needed. Conducts audits and analysis during and after annual compensation cycles to ensure accuracy, consistency, and adherence to guidelines. 5. Pay Equity, Pay Transparency, and Compliance Supports pay equity analyses to identify trends, risks, and opportunities for improvement across employee populations and geographies. Assists in evaluating compensation outcomes to promote fair and consistent pay practices. Supports pay transparency readiness and compliance activities, including analysis, documentation, and response preparation as requirements evolve across jurisdictions. Partners with HR, Legal, and management as needed to support compensation practices aligned with applicable regulations, company policy, and governance standards. 6. Reporting and Global Compensation Support Generates internal HR metrics reports, scheduled compensation reports, and ad‑hoc analyses as requested. Generates scheduled ABS HR data reports for external sources. Develops and maintains compensation reporting and analytics to support decision‑making, planning, and governance. Summarizes findings and presents compensation data in a clear and actionable manner for HR and management audiences. Supports global compensation programs and projects across a complex organization operating in 60+ countries. Partners with regional HR stakeholders to address local market practices while maintaining alignment with global compensation philosophy and frameworks. Assists in the review, development, implementation, and revision of compensation policies, practices, tools, and process improvements on a global basis. What You Will Need: Education and Experience Bachelor’s degree in Human Resources, Business, Finance, Accounting, Economics, Statistics, or related field required. Minimum of 5 years of progressive compensation experience required, including experience in job evaluation, market pricing, salary surveys, and compensation administration. Experience participating in annual merit and incentive processes required. Experience with compensation databases, HR systems, and reporting tools required. Experience supporting compensation programs in a global, multinational organization preferred. Experience in pay equity analysis, job architecture, and pay transparency initiatives preferred. Knowledge, Skills and Abilities Strong knowledge of compensation principles and practices, including market pricing, job evaluation, salary structures, pay administration, and annual compensation planning. Working knowledge of job architecture concepts, including job families, leveling, titling, and governance practices. Knowledge of pay equity and pay transparency concepts, practices, and emerging regulatory requirements. Strong Microsoft Office Suite skills, with advanced proficiency in Excel required. Strong data analysis, interpretation, and problem‑solving skills, including the ability to work with large datasets and translate findings into practical recommendations. Abilityto communicate effectively with employees and leaders atall levels of the organization and across diverse geographies. Ability to exercise sound judgment and maintain confidentiality when handling sensitive compensation information. Strong attention to detail, organizational skills, and ability to manage multiple priorities in a fast‑paced environment. Ability to build effective partnerships with HR, management, and cross‑functional stakeholders. Ability to balance strategic thinking with hands‑on execution and process administration. Experience working with HRIS, compensation systems, and reporting tools; ability to learn and adapt to evolving systems and processes. Knowledge of FLSAand general compensation compliance requirements; global compensation exposure preferred. Reporting Relationships The incumbent reports to a Manager, Director or Executive level position. This position does not have any direct reports. About Our Benefits ABS Bureau proudly offers a variety of industry‑leading benefits designed to enhance the life and well‑being of our employees and their families. These benefits include, but are not limited to, medical insurance (PPO and HD), dental and vision insurance, Health Savings Account (HSA), Flexible Savings Account (FSA), life insurance, accidental death and dismemberment insurance, disability leave programs, parental leave program, paid holidays, and paid vacation time. The Company provides an Employee Assistance Plan (EAP) that offers support in personal wellness, including work‑life services. ABS Bureau also offers a 401K plan with a generous company match, subject to plan requirements. Equal Opportunity ABS Bureau is committed to the equal employment opportunity of its employees and prohibits discrimination against any employee or qualified applicant based on race, color, creed, religion, national origin, sex, gender identity, age, disability, marital status, sexual orientation, citizenship status or veteran status, or other non‑work‑related characteristics that may be protected under the law of the Federal Government or specific state employment laws. Other This job description is not intended, and should not be construed, to be an all‑inclusive list of responsibilities, skills, efforts or working conditions associated with the job of the incumbent. It is intended to be an accurate reflection of the principal job elements essential for making a fair decision regarding the pay structure of the job. Job Info Job Identification 4370 Job Category Human Resources Posting Date 05/12/2026, 08:16 PM Job Schedule Full time Locations 1701 City Plaza Drive, Spring, TX, 77389, US (Hybrid) #J-18808-Ljbffr