HRIS & Compensation Analyst

Piper Sandler•Minneapolis, MN

1d•$85,000 - $105,000•Hybrid

About The Position

At Piper Sandler, we connect capital with opportunity to build a better future. We believe that diverse teams with unique backgrounds, skills and experiences yield more innovative solutions. This is reflected in our commitment to engage, hire, and retain bright, committed people to work in partnership within an inclusive environment that allows each person to achieve personal success and add value to our teams and communities. We are seeking a technically savvy and analytical HR professional to bridge the gap between Compensation strategy and HRIS execution. In this hybrid role, you will serve as the technical architect for our compensation programs, moving us away from manual spreadsheets and into a fully automated, scalable environment. You will be the primary owner of our compensation systems (Workday and Payfactors), responsible for configuring Advanced Compensation modules, streamlining data flows, and ensuring data integrity. If you are a compensation expert who loves building systems, or an HRIS expert with a passion for Total Rewards, this is the role for you.

Requirements

Workday Advanced Compensation: Deep experience configuring merit processes, bonus plans, and eligibility rules is required.
Payfactors (or similar market pricing tools): Experience managing market data, job matching, and system integration.
Excel Mastery: You must be an Excel power user capable of managing large datasets, building complex formulas, and creating models from scratch.
3–5+ years of experience in Compensation, HRIS, or a blend of both.
Strong understanding of compensation fundamentals (job architecture, grading, market pricing, variable pay).
Proven track record of transforming manual HR processes into automated system solutions.
Problem Solver: You enjoy figuring out "how" to make the system do what the strategy requires.
Detail-Oriented: You have an eagle eye for data accuracy and understand the downstream impact of data errors.
Communicator: Ability to translate technical system constraints into plain language for HR partners and business leaders

Nice To Haves

Experience with Workday Report Writer and EIBs is highly preferred.

Responsibilities

System Configuration & Automation (Workday & Payfactors) Lead the configuration, testing, and maintenance of Workday Advanced Compensation, including merit cycles, bonus plans, stock/equity administration, and grade profiles.
Serve as the system administrator for Payfactors, ensuring seamless integration with Workday and accurate market data aging.
Identify manual compensation processes and re-engineer them into automated workflows to reduce administrative burden and error rates.
Troubleshoot system issues, manage EIB loads, and partner with IT/HRIS teams on system upgrades and releases.
Compensation Analysis & Operations Manage the annual compensation planning cycle (merit, bonus, and equity) from a technical and operational standpoint.
Conduct job evaluations and market pricing using Payfactors to ensure external competitiveness and internal equity.
Audit compensation data regularly to ensure accuracy and compliance with FLSA, pay equity laws, and internal governance.
Collaborate with HR Business Partners to provide data-driven insights regarding salary adjustments, promotions, and new hire offers.
Data Reporting & Advanced Excel Build complex reports and dashboards in Workday to provide real-time compensation analytics to leadership.
Utilize advanced Excel skills (VLOOKUP, XLOOKUP, Index/Match, Pivot Tables, Macros/VBA) to model compensation scenarios and validate system data before loading.
Create dynamic templates for total rewards statements and offer letters.