Compensation Analyst II - Reno, NV - Hybrid

IGT•Reno, NV

2d•$75,000 - $85,000•Hybrid

About The Position

The Compensation Analyst II supports the development, administration, and analysis of compensation programs that attract, retain, and motivate top talent across IGT. This role provides in-depth compensation analysis, market benchmarking, and program support for global and regional compensation initiatives. The ideal candidate will be detail-oriented, data-savvy, and passionate about building equitable, competitive, and effective pay programs. Work where you thrive—our flexible hybrid schedule lets you split your time between home and the office.

Requirements

Bachelor’s Degree in Business Administration, Human Resources, or a related field required; or an equivalent combination of education and experience.
2–5 years of experience in compensation analysis or a related HR discipline.
Experience working with compensation planning tools and HRIS systems; familiarity with PayFactors, Radford, and SuccessFactors highly preferred.
Working knowledge of federal, state, and local legislation affecting compensation programs.
Strong understanding of compensation principles, market pricing, and job evaluation methodologies.
Advanced proficiency in Microsoft Excel (pivot tables, formulas, VLOOKUPs, modeling) and strong command of Word for document and form creation.
Excellent written and verbal communication skills with the ability to convey complex information clearly.
Strong analytical and problem-solving capabilities with a keen eye for accuracy and data integrity.
Ability to manage multiple projects, meet deadlines, and collaborate effectively with cross-functional teams in a fast-paced environment.

Nice To Haves

Certified Compensation Professional (CCP) certification preferred.

Responsibilities

Analyze comprehensive compensation data, including salary structures and incentive programs; evaluate effectiveness and recommend adjustments.
Prepare detailed reports on compensation trends, costs, and forecasts to support leadership decision-making.
Participate in external salary surveys by submitting data, analyzing results, and modeling market trends. Recommend updates to salary structures and geographic differentials to ensure external competitiveness and internal equity.
Conduct job evaluations and classifications for new and revised positions, benchmarking against market data to ensure alignment with duties, responsibilities, and FLSA status.
Support annual compensation planning and incentive payout processes, including planning, communications, system execution, and audit activities.
Collaborate with Talent Acquisition and People & Culture Partners to provide compensation guidance for offers, promotions, and adjustments.
Partner closely with Talent Management and People & Culture Partners on job description requests, ensuring timely completion and compliance with company standards.
Maintain the central job catalog, ensuring consistent and accurate job codes, titles, and grade assignments.
Administer compensation-related systems and tools, ensuring data integrity and accuracy for reporting and analytics.
Develop and deliver ad hoc reports and dashboards for compensation analyses and strategic projects.