Compensation Analyst

BLDG SVC 32 B-J•New York, NY

3d•$97,000 - $107,000•Hybrid

About The Position

Under the direction of the Director, Human Resources & Organizational Development, the Compensation Analyst independently manages the Funds' day-to-day compensation analysis and job-evaluation activities for its employee population. The role evaluates complex and evolving positions, develops market-based and internally equitable compensation recommendations, administers salary structures, and provides decision support to Human Resources and organizational leadership across a complex, multi-entity and partially unionized organization. The Compensation Analyst serves as the Funds' primary compensation resource, managing assigned reviews from intake through documented recommendation. The role exercises independent judgment within established policies, resolves routine compensation matters, and escalates material exceptions, significant adjustments, and high-impact decisions to the Director. This position supports compensation matters for Funds employees; it does not administer compensation for SEIU members or benefit-plan participants.

Requirements

Minimum 3 years of progressively responsible compensation experience is required, including independent job evaluation, complex market pricing, salary-structure administration, compensation analytics, and development of pay recommendations.
Working knowledge of compensation principles and practices, including job analysis, market pricing, salary structures, internal equity, pay compression, and base-pay administration.
Ability to independently manage compensation reviews from intake through documented recommendation, including complex benchmark selection, job leveling, internal-equity analysis, and presentation of conclusions.
Strong quantitative, analytical, and problem-solving skills, with exceptional accuracy and attention to detail.
Advanced proficiency in Microsoft Excel, including formulas, lookups, pivot tables, data validation, and analysis of large datasets; proficiency with Word and PowerPoint.
Experience with an HCM/HRIS and compensation market-pricing platform.
Ability to manage multiple concurrent evaluations and deadlines, organize supporting documentation, and work independently with appropriate escalation.
Sound judgment and demonstrated ability to handle confidential employee and compensation information.
Ability to explain technical compensation concepts and present clear, defensible recommendations in concise, business-oriented language to HR partners, managers, and senior leaders.
Ability to read and interpret job descriptions, policies, survey methodologies, regulations, and technical compensation information.
Ability to prepare clear analyses, recommendations, correspondence, and presentations for varied audiences.
Strong written and verbal communication skills.
Consultative, service-oriented approach with the confidence to ask probing questions and challenge unsupported assumptions professionally.
Ability to build productive working relationships across HR, Finance, Payroll, Information Technology, and operating departments.
High degree of discretion, integrity, accountability, and follow-through.
Ability to work independently while contributing effectively as part of a collaborative HR team.
Adaptability and composure in a fast-paced environment with changing priorities.
Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Mathematics, or a related field is required. An equivalent combination of education and/or directly relevant experience may be considered.

Nice To Haves

Experience in a complex, multi-entity, unionized, not-for-profit, health and welfare fund, or similarly regulated environment is preferred.
Experience with Payfactors and/or Dayforce is preferred.
Certified Compensation Professional (CCP), SHRM-CP/SHRM-SCP, or PHR/SPHR certification is preferred but not required.

Responsibilities

Administer and maintain compensation policies, procedures, guidelines, and related documentation to promote consistent, equitable, and compliant compensation practices across the organization.
Independently lead compensation reviews for complex, technical, leadership, newly created, substantially revised, vacant, and incumbent positions; evaluate scope, accountability, required knowledge, organizational fit, level, and appropriate exemption status.
Independently select and document defensible external market benchmarks using multiple reliable sources, including compensation survey platforms, published surveys, peer data, and relevant current job-market information; evaluate scope matches, aging assumptions, and data limitations.
Develop clear compensation recommendations that balance external competitiveness, internal equity, salary-structure alignment, incumbent positioning, compression risk, and budget considerations.
Administer salary structures, job grades, job codes, benchmark assignments, and related compensation records; evaluate range relationships and structure effectiveness and recommend updates based on market movement, internal alignment, and organizational needs.
Evaluate starting salaries, promotions, transfers, reclassifications, market adjustments, retention requests, and other pay actions for consistency with policy and internal relationships.
Support annual compensation planning, including salary-review files, increase modeling, eligibility validation, data audits, manager guidance, approvals, and post-cycle reconciliation.
Conduct pay-equity, salary-compression, range-penetration, organizational-leveling, compensation-cost, and trend analyses; identify material concerns and develop recommended corrective actions for review.
Partner with HRIS and Payroll to validate compensation data, test system changes, resolve discrepancies, and improve the reliability and efficiency of compensation processes and reporting.
Maintain the job-description library and compensation documentation, including evaluation histories, market-pricing records, approval support, and audit-ready files.
Provide consultative guidance to HR colleagues and managers on compensation policies, salary ranges, job leveling, offer development, and appropriate documentation; independently resolve routine matters within established policy and escalate exceptions and high-risk matters.
Monitor developments in compensation practice and applicable wage-and-hour, pay-transparency, and pay-equity requirements; assist with policy, process, and communication updates.
Support compensation surveys, regulatory or internal reporting, audits, organizational-design reviews, and special projects as assigned.