Compensation Analyst

Cleveland-Cliffs

4d•$75,000 - $90,000•Onsite

About The Position

The Compensation Analyst supports the design, administration, and delivery of the Cleveland-Cliffs’ compensation programs, including base pay, incentive plans, and select executive compensation initiatives. This role partners closely with Human Resources and business leaders to provide market-informed recommendations, ensure internal equity, and deliver accurate, timely compensation processes. With a strong focus on data analysis and customer service, the analyst plays a key role in job evaluation, market benchmarking, annual compensation planning, and equity program administration.

Requirements

Bachelor’s degree in human resources, Business Administration, Finance, or a related field.
3–5 years of experience in compensation or related analytical roles in Human Resources, Total Rewards, Finance, or related functions.
Experience supporting core compensation processes, including job evaluation, market pricing, workforce planning, and annual compensation planning.
Advanced Excel skills with the ability to analyze and interpret complex data sets; strong overall Microsoft Office proficiency.
Working knowledge of compensation regulations, including FLSA and general compliance requirements.
Effective communication skills with the ability to clearly explain compensation concepts to Human Resources, leaders, and employees.
Ability to manage multiple priorities and work effectively in a fast-paced, deadline-driven environment.
Adaptability and flexibility to navigate ambiguity and provide practical, well-reasoned recommendations.
Sound judgment and ability to handle sensitive and confidential information with discretion.
Strong analytical, problem-solving, and organizational skills with attention to detail.
Demonstrated ability to build effective working relationships and deliver excellent customer service across all levels of the organization.

Nice To Haves

Certified Compensation Professional (CCP), Certified Equity Professional (CEP), or progress toward certification preferred.
Exposure to executive compensation and/or equity or stock plan administration preferred.
Familiarity with compensation surveys, benchmarking methodologies, and market data analysis.
Proficiency with HRIS systems (Workday strongly preferred)

Responsibilities

Analyze and administer a broad range of compensation programs, including base pay, annual incentives, and select executive compensation elements (e.g., equity awards, retention programs).
Develop and deliver compensation recommendations, including job evaluations, FLSA classification determinations, organizational structure evaluation, and pay adjustments aligned to market and internal equity.
Provide high-quality, responsive support to Human Resources and business leaders through clear guidance, data-driven insights, and strong customer service.
Participate in compensation surveys end-to-end, including job matching, data submission, and analysis of benchmarking results to inform competitive pay decisions.
Leverage benchmarking tools, market data, and internal comparisons to evaluate roles, establish and maintain competitive salary ranges, identify emerging market trends, and support compensation strategy.
Support the annual compensation planning cycle, including merit, bonus, and equity planning processes, system administration, and validation of results.
Assist in the administration of executive and equity compensation programs, including processing equity transactions and maintaining accurate records.
Serve as a point of contact for equity-related inquiries, providing clear and practical guidance on vesting, taxation, and transaction processes.
Maintain and update equity tracking systems and employee records, ensuring data integrity, accurate reporting, and timely processing of equity and participant activity.
Provide guidance and support to employees, HR partners, and leaders on compensation and equity topics to improve understanding and transparency.
Perform advanced data analysis on compensation programs and HR metrics to identify trends, risks, and opportunities.
Conduct regular audits of compensation data, programs, and transactions to ensure accuracy, consistency, and compliance.
Partner closely with HR, Finance, and Payroll teams to ensure alignment and seamless execution of compensation and equity processes.
Identify, recommend, and support system enhancements related to compensation and equity administration, ensuring alignment with payroll and HRIS processes.
Contribute to special projects and initiatives, including compensation program design, pay equity analysis, executive compensation support, and process improvements.
Perform other duties as assigned.