Compensation Analyst

EPIC Brokers•Atlanta, GA

6h•Hybrid

About The Position

Come join our team! There are many reasons why EPIC Insurance Brokers & Consultants has become one of the fastest-growing firms in the insurance industry. Fueled and driven by capable, committed people who share common beliefs and values and “bring it” every day, EPIC is always looking for people who have “the right stuff” – people who know what they want and aren’t afraid to make it happen. Headquartered in San Francisco and founded in 2007, our company has over 3,000 employees nationwide. With locations spread out across the U.S., our local market knowledge and industry expertise helps support our clients' regional and global needs. We have grown very quickly since our founding, and we continue to see growth and success thanks to our hard-working and growth-minded employees. Our core values are: Owner mindset, Inspire trust, Think big, and Drive results. If these values and growth align with what you're looking for in your next career? Then consider joining our amazing team! JOB OVERVIEW: This is a brand-new role within EPIC's HR Department. The Compensation Analyst will play a vital role in supporting the development, administration, and analysis of the organization’s compensation programs. This role ensures market competitiveness, internal equity, and compliance with applicable laws and policies. The analyst partners closely with HR Business Partners, Talent Acquisition, and business leaders to provide data driven recommendations and maintain consistent compensation practices across the company. LOCATION: Hybrid - This role will work 3 days a week out of our Atlanta (Sandy Springs), GA office

Requirements

Candidates with at least 3 years of relevant work experience in a Compensation-focused role
Tech-savvy individuals with strong proficiency in HR-related software programs (HRIS programs as well as compensation-specific software, such as Payfactors).
Strong data analysis and Microsoft Excel skills.
Candidates very comfortable with customizing solutions for different scenarios & operating in the grey (not always black & white), flexible with handling unique situations.
Humble, hungry & smart team players who love being part of a team but also excel at working independently and being a self-starter.
Bachelor’s degree in Human Resources, Business, Finance, Economics, or related field.
3+ years of compensation experience or strong analytical HR background with compensation responsibilities.
Proficiency in Microsoft Excel (v-lookups, pivot tables, modeling) and comfort with HRIS systems.
Strong analytical, problem solving, and quantitative skills.
Ability to communicate complex information clearly to non-technical audiences.

Nice To Haves

Experience in a mid-sized private company (2,000–7,000 employees) or similar complexity.
Familiarity with salary survey providers (e.g., Mercer, Radford, Willis Towers Watson, Culpepper).
Knowledge of job architecture frameworks and compensation philosophy design.
Experience with Payfactors comp platform strongly preferred
CCP (Certified Compensation Professional) coursework or certification in progress a plus.

Responsibilities

Compensation Program Administration Conduct job evaluations and perform market pricing using benchmark data to support job architecture, leveling, and pay structure maintenance.
Participate in annual salary survey submissions and analyze results to recommend structure adjustments and pay strategies.
Administer annual merit, bonus, and salary planning cycles, including data validation, modeling, and communication support.
Data Analysis & Reporting Prepare recurring and ad hoc compensation analysis, including pay equity, compression, turnover, and competitive salary assessments.
Build compensation dashboards or reporting within HRIS/BI tools (e.g., Workday, UKG, SAP, Oracle, Power BI, Tableau).
Develop models for compensation scenario planning and cost impact analysis.
Compliance & Governance Ensure compensation practices comply with federal, state, and local regulations (e.g., FLSA, pay transparency laws).
Support internal audits, external audits, and compensation policy governance.
Maintain data accuracy and documentation supporting compensation decisions.
Partner Support Provide guidance to HR Business Partners and Talent Acquisition on offer development, salary recommendations, and internal equity.
Assist in designing and administering company-wide incentive programs, short term bonus plans, and recognition programs.
Support Total Rewards initiatives and cross-functional HR projects as assigned.

Benefits

Generous Paid Time off Managed PTO for salaried/exempt employees (personal time off without accruals or caps); 22 PTO days starting out for hourly/non-exempt employees; 12 company-observed paid holidays; 4 early-close days
Generous leave time options: Paid parental leave, pregnancy disability and bonding leave, and organ donor/bone marrow donor leave
Generous employee referral bonus program of $1,500 per hired referral
Employee recognition programs for demonstrating EPIC’s values plus additional employee recognition awards and programs (and trips!)
Employee Resource Groups: Women’s Coalition, EPIC Veterans Group
Professional growth & development: Mentorship Program, Tuition Reimbursement Program, Leadership Development
Unique benefits such as Pet Insurance, Identity Theft & Fraud Protection Coverage, Legal Planning, Family Planning, and Menopause & Midlife Support
Additional benefits include (but are not limited to): 401(k) matching, medical insurance, dental insurance, vision insurance, and wellness & employee assistance programs
50/50 Work Culture: EPIC fosters a 50/50 culture between producers and the rest of the business, supporting collaboration, teamwork, and an inclusive work environment. It takes both production and service to be EPIC!
EPIC Gives Back – Some of our charitable efforts include Donation Connection, Employee Assistance Fund, and People First Foundation