Compensation Analyst

Rawlings Sporting Goods Company Inc•Maryland Heights, MO

1d•Hybrid

About The Position

The Compensation Analyst is responsible for designing, analyzing, and administering compensation programs that attract, retain, and motivate talent while ensuring internal equity and market competitiveness. This role partners closely with People and Culture leadership, Talent Acquisition, Finance, and business leaders to evaluate pay structures, conduct market benchmarking, support salary planning, and ensure compliance with compensation-related laws and policies. The ideal candidate is analytical, detail-oriented, and business-minded, with a strong understanding of compensation principles, market pricing, and data-driven decision-making. They are able to translate complex compensation data into clear insights and recommendations that support business strategy and workforce planning.

Requirements

Bachelor’s degree in Human Resources, Finance, Business Administration, Mathematics, or related field
4+ years of experience in compensation, HR analytics, total rewards, or related HR functions
Strong proficiency in Excel, including pivot tables, formulas, and data modeling
Experience using compensation survey tools (Salary.com, Mercer, Radford, PayScale, etc.)
Knowledge of compensation principles, salary structures, incentive plans, and market pricing
Strong analytical, quantitative, and problem-solving skills
Excellent written and verbal communication and presentation skills
Strong organizational and time management abilities
Experience with HRIS systems such as ADP or Dayforce

Nice To Haves

Certified Compensation Professional (CCP) certification preferred
Experience supporting compensation module implementations, HRIS enhancements, or process automation initiatives
Experience supporting multi-state or national compensation programs
Advanced reporting and data visualization skills (Power BI, Tableau, or similar)
Experience in compensation strategy, pay equity analysis, or executive compensation support

Responsibilities

Analyze and evaluate internal and external compensation data to ensure competitive pay practices
Conduct salary benchmarking and market pricing using compensation surveys and industry data
Analyze market compensation survey data and labor market trends to support competitive and equitable pay practices
Support the development and maintenance of salary structures, pay grades, and job architecture
Evaluate job descriptions to support job architecture and compensation alignment
Assess positions and job responsibilities to support FLSA classification determinations and compensation alignment
Partner with Talent Acquisition and People and Culture Business Partners on offer recommendations and pay decisions
Provide compensation guidance for promotions, transfers, internal equity reviews, pay equity considerations, and merit increases
Assist in annual compensation cycles and short-term incentive compensation programs, including merit planning, bonus administration, and incentive payouts
Prepare compensation models, reports, dashboards, presentations, and workforce insights for leadership review
Translate complex compensation data into meaningful business insights and recommendations
Monitor compensation trends, labor market conditions, pay transparency requirements, and regulatory changes
Support compliance with federal, state, and local compensation, wage, and pay transparency regulations
Maintain HRIS compensation data integrity and reporting accuracy
Support compensation data audits and validation activities
Collaborate with Finance on budgeting and workforce planning related to compensation costs
Recommend process improvements and compensation program enhancements