Analyst, Compensation
About The Position
The Compensation Analyst supports the design, administration, and analysis of the organization's compensation programs under the guidance of senior compensation staff. The role assists with job evaluation, classification, market pricing, salary administration, sales compensation administration, and pay equity analysis, partnering with HR and business leaders to provide accurate, well-documented compensation data and recommendations. The analyst conducts and summarizes compensation analyses, supports pay decisions and job classification, helps maintain compensation documentation, and contributes to sales compensation and pay equity work. Higher-risk or precedent-setting decisions, including executive pay, large-scale restructures, and pay equity remediation, are escalated to senior compensation leadership. The role requires hands-on compensation or HR analytics experience, strong Excel and data skills, attention to detail, and sound judgment about when to escalate. The position involves long periods of sitting and using office equipment and computers, occasional light lifting of supplies and materials up to 20 pounds, and reaching, stooping, standing, and walking. The work environment is a standard office that may be busy and noisy at times.
Requirements
- Bachelor's degree and 3–5 years of professional experience in compensation, human resources, finance, or a related field; alternatively, a high school diploma or GED and 7–9 years of relevant compensation experience.
- Hands-on experience with compensation analysis, market pricing, and salary benchmarking.
- Working knowledge of job classification and job evaluation methodologies.
- Experience supporting sales compensation or commission plan administration.
- Advanced Microsoft Excel skills, including pivot tables, VLOOKUP/XLOOKUP, and formula-based modeling, and comfort working with large data sets.
- Experience with HRIS systems such as Workday, UKG, or ADP and/or compensation survey platforms such as Radford, Mercer, Willis Towers Watson, PayScale, or Salary.com.
- Ability to manage multiple priorities and deadlines in a fast-paced environment.
- Strong attention to detail and data accuracy, with sound judgment about when to escalate.
Nice To Haves
- Progress toward or completion of Certified Compensation Professional (CCP) certification.
- Prior healthcare or multi-site organization experience.
- Exposure to organizational restructuring or workforce planning support work.
- Familiarity with pay transparency or pay equity reporting requirements.
Responsibilities
- Conduct internal equity reviews, market pricing studies, salary benchmarking, cost and financial impact analyses, and ad hoc surveys; clearly summarize findings for HR and business stakeholders.
- Prepare data-driven analyses to support pay decisions, market adjustments, promotions, and reclassifications, and present options and recommendations to the Compensation Manager for final approval.
- Monitor market trends and survey data to help keep salary structures competitive.
- Assist with reviewing new-position and reclassification requests, including job analysis and comparison with existing benchmarks.
- Apply established job evaluation methodologies and leveling guides consistently, and recommend job grades and salary ranges for review by senior compensation staff.
- Partner with HR and business leaders to draft and maintain accurate job descriptions.
- Support administration of sales compensation and commission plans, including calculations, reporting, and troubleshooting routine issues.
- Assist with pay equity audits by compiling and analyzing data, and escalate identified disparities to the Compensation Manager for remediation planning.
- Maintain accurate job descriptions, organizational charts, market pricing data, and compensation analyses.
- Ensure recommendations and data support internal equity, external competitiveness, and applicable compensation policy and pay transparency requirements.
- Collaborate with HR, Talent Acquisition, HR Business Partners, and business leaders on compensation-related requests.
- Support additional HR projects and programs as assigned.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
