Compensation Analyst

Aston Carter•Torrance, CA

1d•$40 - $55•Onsite

About The Position

The Compensation Analyst will design, analyze, and administer comprehensive compensation programs that support a rapidly growing, mission-critical workforce. This role partners closely with HR, Finance, and business leaders to ensure compensation practices are competitive, compliant, and scalable across technical, engineering, operations, and corporate functions.

Requirements

3–6+ years of experience in compensation analysis or total rewards, with hands-on experience in job evaluation, market pricing, and compensation analytics.
Strong human resources and compensation analysis background, including experience as a Compensation Analyst or in a related HR/TA role.
Advanced Excel skills, including modeling, pivot tables, and complex formulas for compensation analysis and reporting.
Working knowledge and practical experience with HRIS systems and compensation-related tools.
Experience supporting technical or industrial employee populations such as engineering, manufacturing, energy, aerospace, or defense.
Strong understanding of California labor laws and pay transparency requirements.
High attention to detail with the ability to analyze complex data sets and communicate findings clearly and concisely to stakeholders.
Strong analytical mindset with the ability to build and interpret compensation models and scenarios.
Ability to partner effectively with HR, Finance, and business leaders in a fast-paced, scaling environment.

Nice To Haves

Bachelor’s degree in Human Resources, Finance, Economics, Business, or a related field.
Experience using compensation survey data from providers such as Radford, Mercer, or similar sources.
Experience preparing executive-ready materials, dashboards, and presentations to support compensation decision-making.
background supporting compensation for government-regulated roles, including nuclear or other highly regulated environments.
Strong communication skills, with the ability to explain complex compensation concepts to non-technical audiences.
Demonstrated ability to improve and document compensation processes, tools, and methodologies over time.

Responsibilities

Analyze and administer compensation programs, including base salary structures, short- and long-term incentive plans, equity programs, and retention awards.
Conduct market pricing and benchmarking using Radford, Mercer, or similar compensation survey data to maintain competitive pay practices.
Support job architecture and leveling initiatives, including internal equity analyses, in a fast-scaling organization.
Partner with HR and Finance on annual compensation planning cycles, including merit increases, promotions, and incentive planning.
Develop compensation models tailored to engineering, manufacturing, nuclear, and government-regulated roles.
Provide analytical support for compensation decisions related to new hires, off-cycle adjustments, and offer approvals.
Ensure compensation practices align with federal, state (including California), and local regulations and pay transparency requirements.
Prepare leadership-level materials, dashboards, and insights that inform executive decision-making on compensation strategy.
Continuously improve compensation processes, tools, documentation, and governance as the company scales.
Collaborate with HR and Talent Acquisition teams to advise on compensation for technical and industrial populations, including engineering, manufacturing, energy, aerospace, and defense roles.