Compensation Senior Associate

Grant Thornton•Chicago, IL

7d•$88,000 - $132,000•Hybrid

About The Position

The Compensation Senior Associate supports the design, administration, and evaluation of compensation programs through data-driven analysis and market insights. This role partners with HR Business Partners, Talent Acquisition, and business leaders to provide compensation recommendations, conduct market benchmarking, support annual compensation planning, and ensure pay practices are competitive, equitable, and aligned with organizational objectives.

Requirements

Bachelor's degree in Human Resources, Finance, Business, Economics, Statistics, or a related field.
3–5 years of experience in compensation, total rewards, workforce analytics, finance, or a related analytical function.
Strong analytical, problem-solving, and data visualization skills.
Advanced proficiency in Excel and experience with HRIS, compensation, and reporting tools.
Knowledge of compensation principles, market pricing, salary administration, and pay equity concepts.
Demonstrated ability to manage multiple priorities independently while collaborating effectively across a matrixed organization.
Strong communication skills with the ability to translate complex data into actionable business recommendations.

Responsibilities

Conduct compensation analyses to evaluate market competitiveness, internal equity, pay trends, and compensation program effectiveness.
Perform market pricing and benchmark positions using survey data and external labor market information.
Lead/manage the survey submission process. Manage participation in third-party compensation surveys, including job matching, data submission, and results analysis.
Develop reports, dashboards, and analytics to support compensation decisions and leadership reporting.
Support pay equity analyses and identify opportunities to improve compensation outcomes.
Administer compensation programs, including base pay, incentive plans, salary structures, and job evaluations.
Support annual merit, bonus, and incentive planning processes, including budget modeling, communications and reporting.
Partner with HR and business leaders to provide compensation guidance and recommendations.
Ensure compensation practices comply with company policies and applicable regulations.
Participate in compensation projects, including job architecture, market studies, process improvements, and system enhancements.