Lead Compensation Analyst

Alarm.com•Tysons, VA

2d•$110,000 - $135,000•Hybrid

About The Position

Seeking a Lead Compensation Analyst to own global market pricing and analytics across all levels. Scope includes pricing new and emerging roles (e.g., AI/ML), leading company- and subsidiary-wide reviews, building equity/RSU models and compensation adjustment plans, and advising leaders on offers and strategy. Partners closely with Executives, HRBPs, Payroll, Finance, and Workday team to deliver competitive, compliant, and scalable programs globally.

Requirements

7–10+ years in compensation, including market pricing and exposure to executive comp.
Strong equity experience (RSUs; PSUs/options a plus) and multi-year modeling.
Global program experience across multiple countries.
Advanced skills in Excel
Advanced skills in AI tools
Deep survey experience (Radford preferred)
Knowledge of pay transparency/equity laws (EU PTD; US state/local)
Excellent communication and executive influence skills.
Bachelor’s degree in a relevant field

Responsibilities

Conduct compensation analyses for all levels, including executive roles.
Price new/emerging jobs (AI/ML, etc.); recommend ranges and levels.
Refine job architecture, leveling, descriptions, and posting ranges with HRBPs/TA.
Build market ranges using Radford and other sources (Deel/SHRM, etc.).
Lead company and subsidiary merit/market/bonus reviews; deliver insights and recommendations.
Provide compensation adjustment recommendations balancing market, equity, and budgets.
Review offers for range alignment, internal equity, and market position.
Partner with overseas teams to address under-competitive markets.
Build equity and financial models (RSU allocation, pay mix, multi-year total comp).
Support terminations by reviewing equity vesting, proration, and forfeiture.
Prepare and administer equity grant cycles to review recommendations, validate data, and communication of grant details.
Run pay equity analyses; support EU Pay Transparency Directive and other global requirements.
Audit job classification with Payroll (e.g., exempt status); ensure data integrity.
Maintain compensation governance and documentation.
Lead the annual compensation process in Workday in partnership with our HRIS team.
Own all compensation data in the Workday system.
Partner with Workday on compensation displays, ranges, perform UAT.
Complete and manage surveys (Radford, SHRM, etc.); reconcile data and fill gaps.
Build dashboards and analyses for executives and HR partners.
Present strategies and outcomes to executives.
Advise HRBPs and leaders on pricing, leveling, offers, adjustments, and bonus design.