Compensation Associate

Customers Bank•Malvern, PA

About The Position

This position will play a critical role in supporting, analyzing, and evolving the bank’s compensation programs. This is a high-impact, high-visibility role designed for an early-career professional with exceptional analytical capability. This role is intended for individuals already demonstrating performance and judgment above their level, with the capacity to operate at level above their tenure. You will partner closely with senior leadership and cross-functional teams to deliver data-driven insights, enhance compensation processes, and help shape forward-looking Total Rewards strategies. Success in this role requires the ability to independently frame problems, develop insights, confidently engage with senior leadership with limited oversight, and continuously build expertise across compensation, analytics, and emerging technologies including AI. This role is designed for individuals who want to accelerate their development and take on meaningful responsibility early in their careers. You will be expected to: Operate with a high degree of autonomy and accountability Deliver work product that can withstand senior leadership scrutiny Navigate ambiguity and solve problems without clear playbooks Continuously raise your own performance bar

Requirements

Bachelor’s degree in Finance, Economics, Data Analytics, Business, Human Resources or related field.
Experience with compensation program design and processes.
3–5 years of experience with a demonstrated track record of top-tier performance (e.g., accelerated progression, high-impact project ownership, or recognition as a top performer), with experience doing compensation analysis.
Exceptional analytical skills, including the ability to structure ambiguous problems, build models, and translate data into clear, actionable recommendations.
Advanced Excel skills and comfort working with large datasets; experience with data visualization tools is a plus.
Demonstrated ability to rapidly build expertise in new domains, with a proactive approach to learning (including compensation, regulatory frameworks, and emerging technologies such as AI).
Ability to operate independently, manage multiple priorities, and deliver high-quality work in a fast-paced environment.
Strong communication skills, with the ability to confidently engage and present to senior leadership.
High level of ownership, accountability, and attention to detail.
Demonstrates a low-ego approach, prioritizing team success and openness to feedback
Consistently takes initiative and seeks out opportunities to contribute beyond defined responsibilities
Exercises strong judgment and interpersonal awareness when working across teams and levels
Builds trust through reliability, transparency, and proactive communication
Shows a clear pattern of continuous improvement and skill development over time.
Must be legally eligible to work in the United States without sponsorship, now or in the future, to be considered.

Nice To Haves

Experience or interest in data analytics tools (e.g., Tableau, Power BI) and AI-enabled tools is a strong plus
Ability to leverage technology and automation (including AI tools) to improve efficiency and insight generation is strongly preferred

Responsibilities

Own and drive components of the development, implementation, and continuous improvement of compensation programs aligned with business strategy.
Conduct market analysis and benchmarking to assess competitiveness of compensation structures and recommend actionable insights.
Analyze salary structures, incentive plans, and bonus programs; identify trends, risks, and opportunities through data.
Partner with Finance and PXT to support compensation planning, forecasting, and year-end processes (merit and bonus cycles).
Independently develop and deliver executive-ready analyses and recommendations, often with incomplete or ambiguous inputs.
Leverage data analytics, visualization tools, and emerging AI capabilities to enhance insights, efficiency, and decision-making.
Take ownership of key workstreams and projects, operating independently while proactively keeping stakeholders informed.
Continuously seek opportunities to improve processes, tools, and methodologies across Total Rewards.
Support broader Total Rewards and People Experience initiatives beyond core compensation responsibilities.
Identify issues and opportunities proactively—without direction—and bring forward well-formed recommendations.
Comfort operating in environments with limited structure, where expectations are high and direction may be minimal.