Compensation Analyst

Worthington Enterprises•Worthington, OH

12d•Hybrid

About The Position

Join Worthington Enterprises as a Compensation Analyst and help shape the programs that reward and retain great people. You’ll play a critical role in analyzing, designing, and maintaining compensation structures that keep us market competitive and aligned with our philosophy of rewarding performance and potential. If you’re a data-driven problem solver who thrives on finding insights, loves Excel, and enjoys connecting analytics to business decisions — this is an opportunity to grow your impact in a people-first organization. This position is based at our Columbus, OH headquarters with a hybrid schedule (at least 3 days per week on site).

Requirements

Bachelor’s degree in Human Resources, Finance, Business, or a related field.
3+ years of experience in compensation, HR analytics, or financial analysis.
Skilled in Excel and data analysis with a strong eye for detail and trends.
Communicate insights clearly — translating data into actionable recommendations.
Organized, adaptable, and enjoy balancing structure with flexibility.
Take initiative to learn, question, and continuously improve processes.

Responsibilities

Lead Market Analysis: Evaluate jobs across hourly, salaried, and management levels to ensure internal equity and external competitiveness.
Conduct annual market reviews and recommend structure adjustments as needed, along with recommendations for merit budgets and overseeing the merit process.
Support Compensation Decisions: Provide compensation analysis and prepare offer letters for new hires, promotions, and position changes.
Advise managers on compensation-related topics aligned with Worthington’s philosophy.
Analyze executive compensation and may assist with preparation of executive compensation for the Compensation Committee of the Board of Directors and Annual Proxy Statement.
Manage Market Data: Maintain external survey matches, participate in market data submissions, and evaluate survey sources to ensure accurate and cost-effective benchmarking.
Ensure Structure Integrity: Audit and maintain accurate job and grade classifications in the HRIS.
Recommend placement of new or revised roles based on market data, internal equity, and FLSA classification.
Advance Pay Practices: Assist in developing and maintaining compensation policies, pay structures, and salary administration processes.
Recommend enhancements that improve fairness, transparency, and consistency.
Drive Continuous Improvement: Collaborate with HRIS and Finance to streamline data management, automate reporting, and enhance analytical tools that support decision-making.