Compensation Analyst

Guardian Life Insurance Company•Stamford, CT

8h•Hybrid

About The Position

Guardian is seeking a motivated individual to join our team as a Compensation Analyst. This role supports the compensation function in the design, implementation, and ongoing management of compensation programs and initiatives. Partners with HR and business leaders to provide timely, accurate compensation analysis and guidance—ranging from job role definition and job grading/slotting to market pricing and offer support. Use analytical tools and spreadsheets to model alternatives, interpret policy guidelines, and explain compensation decisions to employees and leaders. Contributes to ad hoc projects to solve specific compensation problems, sometimes taking a lead analysis role.

Requirements

BA/BS degree, or an equivalent combination of training and experience.
2–4 years of related experience in compensation, HR analytics, or a closely related HR support function.
Strong analytical and spreadsheet/modeling skills; able to develop alternative scenarios and interpret results.
Solid written, verbal, and interpersonal communication skills, including explaining compensation outcomes to leaders and employees.
Ability to work on assignments of moderate size/scope and coordinate work under indirect supervision.
Must be legally authorized to work in the United States, without the need for employer sponsorship.

Nice To Haves

Analytical, service-oriented compensation professional who delivers efficient, timely, and responsive support to managers and HR partners.
Comfortable translating complex data into clear recommendations, proactively identifying needs, and knowing when to escalate out-of-guideline or higher-risk situations.
Works effectively under indirect supervision, coordinates activities across stakeholders, and takes initiative to suggest practical process improvements.
Can resolve routine and non-routine issues quickly, while seeking guidance on the most complex matters.

Responsibilities

Provide operational compensation support to HR and leaders, including job role definitions, job grading/slotting, and interpretation of compensation policies and guidelines.
Identify appropriate market peers and complete market pricing for single or multiple positions; summarize findings and recommendations clearly.
Support job offer development (including pay recommendations) by analyzing internal equity, market data, and policy considerations.
Develop alternative compensation scenarios using spreadsheets and other tools; evaluate tradeoffs and document assumptions.
Explain compensation-related decisions and program mechanics to employees and groups, ensuring clarity and consistency.
Participate in ad hoc compensation projects may lead analysis workstreams to solve specific problems and recommend process improvements.