Compensation Analyst

Overview The Compensation Analyst I supports the administration, analysis, and ongoing maintenance of the company’s compensation programs. This role assists with market pricing, salary survey participation, job evaluation, compensation data audits, merit planning, and reporting to help ensure pay practices are competitive, equitable, and aligned with business needs. This position is ideal for someone with 1–3 years of compensation experience who is looking to continue building technical compensation knowledge while supporting day-to-day compensation operations and project work. Responsibilities Support market pricing by gathering, organizing, and analyzing compensation survey data for hourly, salaried, and professional roles. Assist with salary survey submissions, including data preparation, validation, and follow-up. Review job descriptions and support job evaluation, job leveling, FLSA classification review, and compensation benchmarking. Maintain compensation data accuracy across HRIS, payroll, compensation planning tools, and internal tracking files. Prepare compensation reports, spreadsheets, summaries, and analysis for HR, Finance, and business leaders. Support the annual merit process by preparing data, validating eligibility, reviewing budget files, tracking recommendations, and assisting with final increase audits. Help analyze internal equity, pay compression, range placement, and other compensation trends. Partner with HR Business Partners and local HR teams to respond to compensation-related questions and provide data-driven support. Assist with the administration of base pay programs, salary structures, incentive plans, and other compensation processes. Conduct audits to identify data issues, inconsistencies, or potential compliance concerns. Maintain organized documentation for compensation decisions, market data, job evaluations, and annual planning processes. Support ad hoc compensation projects, including pay structure updates, geographic differential analysis, job architecture work, and process improvement initiatives. Requirements Required Qualifications Bachelor’s degree in Human Resources, Business, Finance, Accounting, Economics, Data Analytics, or a related field; equivalent experience may be considered. 1–3 years of experience in compensation or a related analytical HR function. Strong Excel skills, including formulas, lookups, pivot tables, data validation, and large data set review. High attention to detail and ability to identify data inconsistencies. Strong analytical and problem-solving skills. Ability to handle confidential compensation and employee information with discretion. Strong written and verbal communication skills. Ability to manage multiple priorities and meet deadlines. Interest in developing deeper knowledge of compensation principles, market pricing, job evaluation, pay structures, and pay equity. Preferred Qualifications Experience with Paylocity. Experience participating in or supporting an annual merit, bonus, or salary planning process. Familiarity with compensation survey platforms or market pricing tools. Basic understanding of FLSA exemption concepts, job leveling, salary ranges, and internal equity. Experience working in a multi-site, manufacturing, distribution, or corporate HR environment. CCP coursework or interest in pursuing compensation certification preferred but not required. Knowledge, Skills, and Abilities Strong spreadsheet and data analysis skills. Comfortable working with sensitive employee and pay data. Ability to translate data into clear summaries and recommendations. Strong organizational skills and follow-through. Collaborative approach with HR, Finance, Payroll, and business leaders. Ability to balance accuracy, timeliness, and practical business needs. Curiosity and willingness to learn compensation methodology and best practices. #J-18808-Ljbffr