Remote Compensation Analyst

Aston Carter•Silver Spring, MD

4d•$101,000 - $135,000•Remote

About The Position

The Compensation Analyst provides comprehensive compensation support to internal stakeholders, including base salary administration, short-term incentives, and long-term equity awards. This role acts as a key compensation partner to Human Resources and the business by conducting detailed job evaluations, performing market pricing analyses, supporting career pathway and job architecture initiatives, and drafting and maintaining job descriptions. The Compensation Analyst also supports compensation operations, system maintenance, and optimization activities, participates in compensation surveys, delivers compensation education, and engages in departmental projects.

Requirements

5+ years of progressive compensation experience with a Human Resources function, preferably in life sciences, biotech, or pharma.
Bachelor’s Degree in business administration, human resources, finance, psychology, or related discipline.
Proficiency in compensation theory and local, state, and federal laws and regulations.
Experience in building compensation models and conducting detailed pay analyses.
Proficiency in compensation survey data utilization, with Radford & Mercer industry surveys preferred.
Intermediate-to-advanced skills in Microsoft Excel, Word, and PowerPoint.
Strong interpersonal and oral/written communication skills.
Ability to handle highly confidential and sensitive information with discretion and professionalism.
Ability to travel to company events, team meetings, and/or industry conferences (4-5 times a year).

Responsibilities

Operate as an internal consultant to provide broad-based compensation and policy support to HR, managers, and employees.
Perform detailed job evaluation of new or revised positions, determining classification, exemption status, and market competitive salaries.
Ensure accuracy, consistency, and integrity of compensation and job evaluation data used for analyses, reporting, and program administration.
Validate job requirements by analyzing jobs, including interviewing knowledgeable persons, studying completed questionnaires, and observing duties performed.
Collaborate with HR and business leaders in drafting, reviewing, and updating job descriptions.
Provide compensation support for the development of career pathways, job architecture, and ladders.
Prepare reports to summarize job analysis/evaluation, career charting, and compensation information.
Conduct compensation analyses and market pricing, including FLSA testing and classification.
Prepare ad-hoc analyses, reports, and decision-support materials to address complex or non-routine compensation questions.
Complete annual and ad-hoc compensation survey participation/submissions, and analyze results.
Support the planning and administration of the mid-year and annual merit compensation planning cycles.
Participate in the development of new or revised processes to improve procedures and guidelines of compensation programs.
Audit, maintain, and lead/support optimization efforts of compensation-utilized systems.
Act as an educational resource for managers and employees regarding compensation philosophy and pay-for-performance practices.
Lead and/or participate in special compensation projects, including conducting competitive and industry compensation assessments.
Stay current on compensation-related topics by attending training sessions and reading technical materials.
Assist in the design, communication, and administration of cash compensation programs, short-term incentives, and long-term equity awards.
Support employee job description acknowledgment tracking for the organization.