Compensation Analyst

Iovance Biotherapeutics

8d•$150,000 - $165,000•Remote

About The Position

Iovance is seeking a Compensation Analyst reporting directly to the Sr. Director, Total Rewards & HR Operations. The Compensation Analyst serves as a key front‑ and back‑end partner to the business, providing advanced analytical expertise and strategic support across the organization. This role is responsible for balancing compensation best practices with practical flexibility, ensuring solutions are both compliant and business‑aligned. The analyst will translate complex compensation concepts into clear, actionable guidance for audiences at all levels, from frontline managers to senior leadership.

Requirements

Bachelor’s degree in HR, Business or related field required.
6-8 years Compensation at a high-growth company(ies) administering broad-based compensation with exempt and non-exempt roles
6-8 years Leading and supporting design of compensation architecture including job leveling and developing wage ranges, etc.
Deep knowledge of executive and non-executive compensation programs including equity planning and practices, base salary, variable pay and performance management, job evaluation, data analysis, research and predictive and project modeling.
Strong analytical skills with an emphasis on key insights, trends, issue identification and recommendations.
Strong problem-solving aptitude, creative, flexible and consultative; strong sense of business needs and making decisions based on data and emerging priorities; high integrity and accountability.
Ability to listen and use critical thinking to assess the needs and communicate accurate information concerning processes, plans and procedures in a collaborative, team-based manner.
Detail-oriented, proven ability to track, prioritize and drive to success multiple concurrent projects by analyzing data and driving sound decision-making.
Thrives in and enjoys a collaborative team setting and is driven by a desire to be innovative in a high energy, growing company environment.
Strong customer orientation.
Ability to handle highly sensitive, proprietary and confidential information appropriately

Nice To Haves

Life Sciences experience preferred.
International experience (policy and compliance) also preferred.
Workday experience strongly preferred.

Responsibilities

Support the administration, development, and continuous improvement of compensation structures, programs, and policies, while also contributing to cross‑functional initiatives in Benefits, HR Operations, Reporting, and other Total Rewards areas.
Review proposed salary increases and provide feedback based on analysis of the labor market and internal equity. Review requests for new or revised classifications to determine appropriate salary grade assignment. Provide market analyses and consult on pay recommendations for both exempt/non-exempt teammates by partnering with HRBPs and Recruiting on pay decisions and policies.
Partner on the development, implementation, and administration of compensation programs, including wages, base salary, bonuses, and incentive structures that support business objectives.
Evaluate and refine job descriptions, ensuring alignment with external benchmarks and internal career frameworks. Assess FLSA exemption classifications and recommend appropriate salary ranges using job description management systems and collaboration with department leaders
Lead compensation-related technology projects, including enhancements to market pricing systems, job description management platforms, and automation initiatives that improve efficiency
Ensure compliance with regulatory requirements, overseeing compensation-related reporting, audits, and maintain adherence to labor laws and internal policies.
Perform annual and ad hoc compensation analyses to benchmark salaries and wages against national and global market data, supporting competitive pay positioning.
Prepare reports, dashboards, charts, and career path documents summarizing compensation analytics, job evaluation findings, and pay structure recommendations.
Facilitate and/or complete salary survey submissions based on team and organization needs
Optimize and provide continuous improvement ideas to Compensation / HRIS programs, seeking out and implementing efficiencies.
Other duties as assigned.