Compensation Analyst

Wilsonart•Temple, TX

1d•Onsite

About The Position

The Compensation Analyst supports the organization’s compensation strategy by analyzing, administering, and maintaining competitive and equitable pay programs. This role ensures compensation structures align with market trends, support operational needs, and reinforce the company’s ability to attract, reward, and retain top talent across manufacturing, distribution, and corporate functions.

Requirements

Bachelor’s degree in HR, Business, Finance, or related field required.
2–5 years of compensation, HR analytics, or related experience; manufacturing industry experience preferred.
Strong Excel skills (v-lookups, pivot tables, modeling).
Experience with HRIS, compensation systems, and data visualization tools preferred.
Strong analytical mindset with high attention to detail and accuracy.
Strong communication skills with ability to explain complex data simply.
Ability to work with confidential information and exercise sound judgment.
Collaborative, proactive, and able to manage multiple priorities in a fast-paced environment.

Nice To Haves

Experience with job evaluation, market pricing, and compensation survey tools (e.g., Mercer, Radford, Willis Towers Watson) is an asset.
manufacturing industry experience preferred.

Responsibilities

Administer compensation programs including base pay, incentive plans, and annual merit processes.
Maintain job architecture, job descriptions, and compensation-related documentation.
Support the annual compensation cycle by preparing data, auditing inputs, running reports, and validating results.
Assist in administering hourly wage structures, shift differentials, and production-based premium programs.
Conduct market pricing using survey data, third-party tools, and internal analytics to recommend pay ranges.
Evaluate job roles and provide classification recommendations for hourly, salaried, and skilled-trade roles.
Monitor local labor market and competitor wage trends to ensure pay competitiveness in manufacturing locations.
Build and maintain compensation dashboards, reports, and models (Excel, HRIS, and/or analytics tools).
Analyze pay practices for trends, risks, and opportunities, including pay compression, turnover risk, and cost impacts.
Provide ad-hoc reporting to HR partners and business leaders to support workforce planning and compensation decisions.
Ensure compensation practices follow legal requirements and internal policies (FLSA, provincial/state laws, pay transparency laws, etc.).
Support pay equity reviews, compensation audits, and preparation for regulatory reporting.