Compensation Analyst

TransMedics, Inc.•Andover, MA

2d•$83,700 - $119,250•Hybrid

About The Position

We are seeking a highly analytical and detail-oriented Compensation Analyst to support the continued development and execution of our global compensation programs and job architecture. This role will be instrumental in building and maintaining the foundational compensation infrastructure needed to support a growing organization. The Compensation Analyst will conduct market benchmarking and job evaluations, support job leveling, maintain job profiles and compensation data within Workday and help ensure consistent application of our job architecture across the organization. The role will report to the Head of Total Rewards and will partner with HR Business Partners, Talent Acquisition, HR Operations, Finance, and business leaders. The ideal candidate combines strong compensation fundamentals with the ability to execute; someone who is comfortable working with imperfect data, bringing structure to evolving processes, and ensuring that compensation decisions are supported by accurate and consistent information.

Requirements

Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field.
Approximately 3–5+ years of compensation, total rewards, or related experience, with meaningful hands-on compensation experience.
Experience conducting compensation benchmarking and working with compensation survey data; experience with Radford or similar compensation surveys strongly preferred.
Experience evaluating and leveling jobs within an established or developing job architecture.
Strong Excel and analytical skills, including the ability to work with large datasets and translate analysis into practical recommendations.
Experience with Workday HCM and/or Workday Compensation strongly preferred.
Understanding of compensation fundamentals, including market pricing, salary structures, range penetration, compa-ratios, internal equity, and job evaluation.
Strong attention to detail and commitment to data accuracy.
Ability to manage multiple priorities and operate effectively in a fast-paced, evolving environment.
Strong communication and partnership skills, with the ability to explain compensation concepts clearly to HR colleagues and business partners.
Interest in evolving compensation practices using AI

Responsibilities

Support the implementation and ongoing management of the company’s job architecture, including job families, levels, titles, career structures and compensation ranges; evaluate new and existing roles to ensure appropriate leveling, market alignment and internal consistency.
Lead compensation benchmarking and market pricing using external survey data and internal comparisons to assess competitiveness, internal equity and appropriate compensation positioning across roles and levels.
Maintain compensation structures and market data, including salary ranges, survey participation, benchmark matches and supporting documentation, ensuring information remains current, accurate and defensible.
Own the creation and ongoing maintenance of job profiles and compensation-related data in Workday, ensuring job family, level, title, ranges and other attributes accurately reflect the company’s job architecture.
Partner with HR Business Partners, HR Operations and business leaders on job evaluation, leveling and compensation decisions, providing data-driven guidance and identifying inconsistencies or areas requiring greater alignment.
Partner with Talent Acquisition on new-hire compensation and offers, providing market data, internal comparisons and compensation guidance to support competitive and internally equitable hiring decisions and appropriate management of exceptions.
Conduct regular audits and analyses of compensation, job architecture and Workday data to identify inconsistencies, data integrity issues, pay-equity considerations, compliance risks and opportunities to strengthen compensation practices.
Support the execution and continuous improvement of compensation programs, including annual compensation processes, regulatory and pay-transparency requirements, reporting, analytics, Workday enhancements and other compensation initiatives as the organization evolves.