Sr. Compensation Analyst

First Student • Cincinnati, OH

1d

About The Position

The Compensation Analyst is responsible for the administration, oversight, and continuous improvement of compensation programs, with a primary focus on collective bargaining agreement (CBA) pay structures and step progressions, Workday day-to-day support, and operational service delivery. This role serves as a subject matter expert (SME) for compensation processes and systems, provides day-to-day support to the organization, and offers functional (dotted-line) guidance to two hourly Compensation Coordinators. The analyst also plays a key role in advancing compensation operations through automation and AI-enabled solutions to improve efficiency, accuracy, and scalability.

Requirements

• Bachelor’s degree in Human Resources, Business, Finance, or related field
• 2–5+ years of experience in compensation, HR operations, or HRIS
• Strong experience with Workday Compensation required
• Expertise in Workday configuration, transactions, and reporting
• Understanding of CBA step progression structures and pay administration
• Analytical mindset with strong problem-solving capabilities
• Advanced Excel skills (data analysis, auditing, tracking)
• Strong attention to detail and data accuracy in high-volume environments
• Ability to lead work and provide direction without formal supervisory authority
• Excellent communication, collaboration, and stakeholder management skills
• High level of discretion with sensitive compensation data

Nice To Haves

• Experience supporting union environments and CBA administration preferred
• Experience with automation tools and AI-driven solutions (e.g., Power BI, Power Automate, Workday tools, or similar platforms)

Responsibilities

• Serve as the primary resource for union compensation structures, including step progressions and contract-driven pay rules
• Oversee and validate step increases based on eligibility criteria (e.g., tenure, hours worked, contract milestones)
• Ensure accurate configuration and maintenance of step plans and union pay structures in Workday
• Partner with Operations, Labor Relations, HR, and Payroll to interpret agreements and resolve pay-related issues and grievances
• Support contract negotiations and implementations by modeling and testing pay scenarios
• Provide daily support for compensation activities including promotions, pay adjustments, job changes, and market pricing
• Support and execute annual compensation cycles (merit, bonus, incentives) within Workday
• Review and approve complex or high-risk compensation actions
• Ensure consistent application of compensation policies, guidelines, and internal equity practices
• Oversee Workday help case intake and resolution for compensation-related inquiries
• Ensure cases are resolved accurately and within established SLAs
• Handle escalated or sensitive cases requiring deeper analysis or judgment
• Analyze case trends to identify process gaps and recommend improvements
• Provide day-to-day functional guidance to two hourly Compensation Coordinators
• Prioritize and allocate workload to ensure timely completion of transactions and cases
• Review work for quality, accuracy, and compliance
• Coach and train coordinators on Workday processes, CBA rules, and best practices
• Support onboarding and documentation of standard operating procedures
• Identify opportunities to streamline and automate compensation processes using AI and digital tools
• Partner with Workday Team and Sr Manager Compensation to implement automated workflows and approvals, intelligent case routing and response suggestions, data validation and anomaly detection
• Develop automated reports, dashboards, and tracking tools (e.g., step progression trackers)
• Leverage AI/analytics tools to support pay equity analysis, market insights, and operational efficiency improvements
• Conduct analyses on compensation trends, step progression activity, and pay equity
• Produce standard and ad hoc reporting for HR, Finance, and leadership
• Support audits, compliance reporting, and data validation activities
• Ensure compensation practices align with CBAs, company policies, and regulatory requirements
• Maintain clear documentation and audit trails for decisions and transactions
• Support internal and external audits related to compensation programs

Benefits

• Unmatched care and the safest ride to school
• Family of 60,000+ employees
• Safely transporting more than 5 million students and passengers
• Family of brands include Transco, Total Transportation, Maggies Paratransit, and GVC II
• Employees are at the forefront of safety and innovation
• Create and implement the most advanced training and technology the transportation industry has to offer
• Consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status
• Commitment to providing a drug-free workplace
• Consideration for employment of qualified applicants with criminal histories consistent with fair chance ordinances

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level