Compensation Analyst

Appfire

6d•Remote

About The Position

At Appfire, we believe that great work happens when people get to choose how they work. After 20 years of creating software that empowers teams to break silos and collaborate seamlessly, we've learned that one size does not fit all. We’re a team of 800+ employees, working remotely across 28 countries. Our flagship products include: JXL, Comala Document Management, 7Pace Time Tracker, Jira Misc Workflow Extensions, and BigPicture. We are looking for a highly analytical and detail-oriented Compensation Analyst to join our Total Rewards team and support compensation programs across our global organization. This role will partner closely with the Director of Total Rewards and colleagues across Finance, HRIS, Talent Acquisition, and the People team. The Compensation Analyst will play an important role in ensuring our compensation programs are competitive, equitable, data-driven, and consistently administered across countries. The ideal candidate is someone who enjoys working with data, can turn complex compensation information into clear insights, and is comfortable balancing detailed analysis with practical business needs. This role will have exposure to a broad range of compensation activities, including annual merit and bonus programs, global market benchmarking, pay transparency, pay equity, and compensation-related special projects.

Requirements

3–5 years of experience in compensation, Total Rewards, HR analytics, finance, or a related analytical field.
Strong analytical and quantitative skills with demonstrated ability to work with large or complex data sets.
Advanced Microsoft Excel skills, including PivotTables, XLOOKUP/VLOOKUP, SUMIFS, IF formulas, data validation, and data modeling.
Experience analyzing compensation data, market data, salary ranges, or employee pay information.
Strong attention to detail and commitment to data accuracy.
Ability to handle highly confidential information appropriately.
Strong organizational skills and ability to manage multiple priorities and deadlines.
Excellent written and verbal communication skills.

Responsibilities

Support the annual merit and compensation review process, including data preparation, analysis, modeling, manager tools, audits, and reporting.
Support the administration and analysis of annual bonus and incentive programs, including eligibility, target calculations, budget modeling, and reporting.
Partner with HRIS to support system configuration, testing, data validation, and issue resolution for compensation cycles.
Prepare compensation reports and analyses for HR leadership and business leaders.
Help ensure compensation cycles are delivered accurately, on time, and in accordance with established guidelines and policies.
Conduct global market benchmarking and job pricing using compensation survey data (Radford and Ravio).
Support job matching and evaluation using established job architecture and compensation methodologies.
Analyze internal pay data, range placement, compa-ratio, and market positioning to identify trends and potential areas of concern.
Support recommendations for new roles, promotions, internal moves, and market adjustments.
Assist with annual compensation survey submissions and validation of survey data.
Monitor market trends and compensation practices across the countries in which the company operates.
Support the company global pay transparency initiatives, including preparation of compensation data, pay ranges, reporting, and documentation.
Assist with analysis related to evolving EU pay transparency requirements and other applicable global and U.S. requirements.
Support pay equity analyses and identify potential pay gaps or inconsistencies for further review.
Maintain accurate compensation documentation, processes, and governance materials.
Develop and maintain compensation models, spreadsheets, reports, and dashboards.
Analyze compensation data to identify trends, outliers, internal equity considerations, and opportunities for improvement.
Conduct scenario modeling and cost analysis to support compensation decisions.
Translate analytical findings into clear, actionable recommendations.
Maintain a high level of data accuracy and confidentiality when working with sensitive compensation information.
Support the Director of Compensation with global compensation projects and initiatives.
Participate in projects related to job architecture, salary structures, incentive programs, pay equity, compensation technology, and process improvements.
Identify opportunities to improve compensation processes, reporting, data integrity, and the employee/manager experience.
Research compensation practices, market trends, and emerging regulations as needed.
Partner with HR Business Partners, Talent Acquisition, Finance, HRIS, Payroll, and other stakeholders on compensation-related questions and analyses.
Provide guidance and data to support compensation decisions within established compensation philosophy and governance.
Handle confidential compensation information with a high degree of discretion and professionalism.
Communicate compensation concepts and analysis clearly to both HR and non-HR audiences.