Lead Compensation Analyst

Cloud Software Group•San Ramon, CA

About The Position

As a key member of the Compensation team supporting a global employee base, the Lead Compensation Analyst will join a high-caliber, commercially savvy People Operations function to provide compensation consultation and operational expertise. The successful candidate will be instrumental in administering our global compensation programs, ensuring internal equity, external competitiveness, and compliance with all relevant regulations. This role requires a strong understanding of broad-based compensation.

Requirements

Bachelor's degree in Business Administration, Finance, Accounting, or a related field.
Minimum of 8 years of proven experience in a Compensation Analyst role.
Experience with Workday is highly desirable.
Excellent Excel manipulation abilities are essential for managing and analyzing large datasets.
Comprehensive understanding of market pricing methodologies and conducting internal/external total reward benchmarking.
Exceptional analytical, problem-solving, and critical thinking skills, with an analytical mind capable of applying and presenting findings in a way that is valuable to the business.
Meticulous attention to detail is essential.
Excellent written and verbal communication skills, with the ability to clearly articulate complex compensation and equity concepts to employees at all levels.
Strong financial acumen.
Ability to maintain confidentiality and handle sensitive information, while maintaining tact and diplomacy.
Comfortable with a high-volume workload and the ability to multi-task and prioritize in a dynamic, ambiguous environment.

Nice To Haves

Experience with data visualization tools is a plus.

Responsibilities

Act as a consultant with People Operations and business customers, providing ad-hoc compensation analysis.
Lead or collaborate with the team on cyclical reward events such as the annual compensation planning process (LTI, merit, promotions, and bonus payouts), including data validation, communication, and preparation of executive presentations for review and approval.
Conduct comprehensive market analysis and total rewards benchmarking, utilizing compensation surveys and internal data to determine competitive salary structures and total rewards packages across various roles and geographies.
Manage and participate in annual and ad-hoc salary surveys.
Analyze data and provide data-driven insights and proposals for compensation adjustments, including salary ranges, to Leadership.
Consult on updates to job family structures and job leveling to ensure consistency and clarity across the organization.
Conduct pay equity analysis and reporting, and advise on compliance with federal, state, local, and international regulations (e.g., FLSA, pay equity laws, wage transparency).
Conduct internal audits of compensation data in systems such as Workday to ensure accuracy and compliance.
Prepare detailed reports, summaries, and presentations on compensation for People Operations leadership and executive management.
Develop business-focused and pragmatic solutions to compensation challenges.
Support M&A activity including reward integration and harmonization.