Global Compensation Analyst

Zeta Global

5d•$120,000 - $130,000

About The Position

The Compensation Analyst supports the design, governance, and continuous improvement of the company’s compensation programs to attract, retain, and motivate talent in alignment with business strategy. Reporting to the VP, Global Total Rewards, this role plays a key part in advancing consistency, equity, and scalability by leveraging the company’s job architecture and leveling framework across global compensation practices. The role partners closely with HR Business Partners, Talent Acquisition, Finance, Sales Operations, and business leadership to deliver market competitive, compliant, and employee focused compensation solutions in a public company environment.

Requirements

3–6+ years of experience in compensation or total rewards
Hands‑on experience with market pricing and survey data, including Aon Radford
Experience supporting sales incentive or commission plans
Strong analytical and Excel skills (modeling, pivot tables, lookups)
Working knowledge of job architecture, leveling frameworks, and salary banding
High attention to detail, discretion, and sound judgment in handling confidential information

Nice To Haves

Experience in a public company, SaaS, or high‑growth environment
Familiarity with additional survey providers (Mercer, WTW, Culpepper)
Experience with HRIS and compensation tools (e.g., Workday, Anaplan, PayScale)
Exposure to global compensation practices and pay transparency requirements
Strong communication skills and ability to influence across functions and levels

Responsibilities

Understand, apply, iterate, and actively reinforce the company’s Job Architecture and leveling framework to ensure consistency and clarity across roles globally.
Support the design and evolution of compensation programs by leveraging the framework to drive simplification, standardization, and internal equity.
Partner with HR Business Partners and Talent Acquisition to ensure roles are appropriately leveled and aligned to organizational strategy.
Conduct thorough job evaluations and market pricing using Aon Radford as the primary survey source, along with other providers (e.g., Mercer, WTW, Culpepper).
Deliver strategic guidance to HR Business Partners, Talent Acquisition, and business leaders to maintain market competitiveness while reinforcing internal equity.
Support pricing for new roles, promotions, reorganizations, and structural changes.
Partner with Finance and Sales Operations to support the design, operation, and governance of commission and incentive compensation plans.
Assist with plan modeling, cost analysis, and scenario testing to ensure pay‑for‑performance alignment and financial sustainability.
Review commission structures to ensure consistency with job levels, pay mix, and compensation philosophy.
Support execution of annual compensation processes, including merit increases and incentive programs, ensuring accuracy, consistency, and alignment with organizational goals.
Analyze outcomes for equity, compression, and competitiveness, and support leadership review discussions.
Serve as a key point of contact for HR teams across regions, providing day‑to‑day guidance on compensation inquiries and ensuring consistent application of policies and practices.
Provide subject‑matter‑expert guidance to HR Business Partners, Talent Acquisition, managers, and employees to support informed decision‑
Regularly audit compensation data in Workday HCM to ensure accuracy; investigate and resolve discrepancies.
Maintain documentation, controls, and audit‑ready records appropriate for a public company environment.
Contribute to ad‑hoc analyses and strategic compensation initiatives that support business needs and enhance program effectiveness.
Develop compensation reporting and analytics to provide clear, actionable insights for HR, Finance, and leadership.
Support continuous improvement of compensation processes, tools, and governance.