Compensation Analyst (Contractor)

Velotic Software•Boston, MA

2d•Remote

About The Position

Velotic is a newly launched, private equity-backed manufacturing software company formed from two carve-outs. Its Global Total Rewards team is developing harmonized compensation and benefits programs for the combined organization. The Compensation Analyst will provide hands-on analytical support during the company’s first full compensation cycle as one organization, including market benchmarking, salary range development, rollout of the Career Level Framework, survey participation, and year-end compensation and incentive processes. The role is suited to an analyst who is precise with data, comfortable working through ambiguity, and able to move quickly with sound judgment. This is a six-month contract with potential extension based on business need. The position is remote, with working hours that overlap with US Central Time and Eastern business hours for key meetings.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent experience.
At least 5 years of compensation analysis experience, ideally in a corporate Total Rewards team or a compensation consultancy.
Hands-on experience with job matching and market pricing using Radford or comparable surveys such as Mercer, WTW, or Korn Ferry.
Experience building salary structures, merit and bonus models, and compensation cycle files.
Advanced Excel skills, including lookups, pivot tables, and scenario modeling.
Strong attention to detail and a disciplined approach to data validation and audit trails.
Ability to handle confidential data with discretion.

Nice To Haves

Global or multi-country compensation experience across the Americas, EMEA, and APAC.
Workday Advanced Compensation experience.
Exposure to job architecture or leveling projects.
Experience in a private equity-backed, merger, or carve-out environment.
Experience in software or technology companies.
Certified Compensation Professional (CCP) credential or progress toward certification.

Responsibilities

Match Velotic jobs to Radford Global Compensation Survey benchmarks and other approved market sources, documenting match rationale and confidence.
Pull and age market data by job, level, and country, applying the approved peer scope and market positioning.
Prepare market pricing summaries for new roles, offers, promotions, and retention cases.
Build and model salary structures by grade and country using market data, with consistent midpoints, range spreads, and progression between grades.
Assess employee placement against new ranges, including compa-ratio, range penetration, and cost to bring employees to minimum.
Prepare salary range data for loading into Workday and validate it after load.
Support mapping of current roles from both legacy organizations into the Velotic Career Level Framework across career tracks and 15 grades.
Build and maintain job catalog files, job code mapping, and title alignment trackers.
Prepare data and materials for leveling working sessions with HR Business Partners and functional leaders, and track open decisions.
Gather, cleanse, and validate employee and job data from Workday for the annual Radford submission.
Complete job matching and level assignment for submitted roles, resolving data gaps with HR and Payroll.
Manage survey submission timelines, vendor queries, and post-submission data validation.
Build merit, promotion, and market adjustment budget models and scenario analysis.
Analyze pay equity, internal alignment, and pay positioning by grade, function, and country.
Prepare dashboards and summary reporting for Total Rewards and HR leadership.
Calculate annual incentive payouts based on base salary, grade target percentage, company performance, and individual performance inputs.
Handle proration for new hires, transfers, leaves, and grade changes.
Reconcile payout files with Finance and Payroll and maintain a clear audit trail.
Support preparation of the Year-End Reflection Conversation and annual compensation cycle, including manager worksheets and guidelines.
Configure and test compensation review data in Workday, and support managers and HR Business Partners during the cycle.
Run quality checks on submitted recommendations, flag exceptions, and prepare final files for approval and Payroll.
Respond to ad hoc compensation requests and analysis from the Head of Global Total Rewards.
Document processes, templates, and data sources so work can transition to permanent team members at contract end.