Compensation Analyst

Cleveland-Cliffs

5d•$65,000 - $90,000•Onsite

About The Position

Cleveland-Cliffs is hiring a Compensation Analyst at its headquarters in Cleveland, Ohio. The analyst supports the design, administration, and delivery of compensation programs, including base pay, incentive plans, and selected executive compensation initiatives. The role partners with Human Resources and business leaders to provide market-informed recommendations, support internal equity, and ensure accurate, timely compensation processes. The position focuses on data analysis and customer service and contributes to job evaluation, market benchmarking, annual compensation planning, and equity program administration. It also works closely with HR, Finance, and Payroll teams and supports compensation and equity systems, records, and process improvements. The role requires a bachelor’s degree in Human Resources, Business Administration, Finance, or a related field, and 0–3 years of compensation administration experience. The salary range is $65,000–$90,000. Cleveland-Cliffs describes its total compensation package as including competitive pay with variable compensation opportunity, health insurance, a retirement plan, education assistance, paid time off, and more.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.
0–3 years of experience in Compensation Administration; related analytical experience in Human Resources, Total Rewards, Finance, or related functions may be considered.
Experience supporting core compensation processes, including job evaluation, market pricing, workforce planning, and annual compensation planning.
Advanced Excel skills, including the ability to analyze and interpret complex data sets, and strong overall Microsoft Office proficiency.
Working knowledge of compensation regulations, including FLSA and general compliance requirements.
Effective communication skills and the ability to explain compensation concepts clearly to HR, leaders, and employees.
Ability to manage multiple priorities in a fast-paced, deadline-driven environment.
Adaptability and flexibility to navigate ambiguity and provide practical, well-reasoned recommendations.
Sound judgment and discretion when handling sensitive and confidential information.
Strong analytical, problem-solving, and organizational skills, with attention to detail.
Ability to build effective working relationships and deliver excellent customer service across organizational levels.

Nice To Haves

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

Responsibilities

Analyze and administer compensation programs, including base pay, annual incentives, and selected executive compensation elements such as equity awards and retention programs.
Develop compensation recommendations, including job evaluations, FLSA classification determinations, organizational structure evaluations, and pay adjustments aligned with market conditions and internal equity.
Provide responsive support and guidance to Human Resources and business leaders using data-driven insights and strong customer service.
Participate in compensation surveys, including job matching, data submission, and analysis of benchmarking results.
Use benchmarking tools, market data, and internal comparisons to evaluate roles, maintain competitive salary ranges, identify market trends, and support compensation strategy.
Support annual merit, bonus, and equity planning, including system administration and validation of results.
Assist with executive and equity compensation administration, including processing equity transactions and maintaining accurate records.
Respond to equity-related inquiries and explain vesting, taxation, and transaction processes.
Maintain equity tracking systems and employee records, ensuring data integrity, accurate reporting, and timely processing of equity and participant activity.
Support employees, HR partners, and leaders on compensation and equity topics to improve understanding and transparency.
Analyze compensation programs and HR metrics to identify trends, risks, and opportunities.
Audit compensation data, programs, and transactions for accuracy, consistency, and compliance.
Partner with HR, Finance, and Payroll to coordinate compensation and equity processes.
Identify, recommend, and support system enhancements related to compensation and equity administration, including alignment with payroll and HRIS processes.
Contribute to projects involving compensation program design, pay equity analysis, executive compensation support, and process improvement.
Perform other duties as assigned.