Lead Compensation Analyst

Weave•Lehi, UT

1d•Hybrid

About The Position

The Lead Compensation Analyst leads the design, development, administration, and ongoing improvement of Weave’s compensation programs, including base pay, variable incentives, and equity. The role serves as a subject matter expert and strategic partner to the business, HR Business Partners, Finance, and other teams, helping ensure compensation practices are competitive, equitable, scalable, and aligned with business objectives. Using market analysis, financial modeling, and workforce analytics, the analyst develops recommendations that inform compensation strategy and business decisions, owns major compensation initiatives, and leads annual compensation cycles. The role also guides and educates business leaders on compensation programs. The position reports to the Head of People Operations. It is in-office Tuesday, Wednesday, and Thursday at Weave’s Lehi, Utah headquarters, with the option to work from home Monday and Friday.

Requirements

Bachelor’s degree in Human Resources, Finance, Business, or a related field, or equivalent relevant experience.
At least 7 years of progressive compensation experience, including ownership of complex compensation programs and initiatives.
Advanced knowledge of compensation principles, market benchmarking, job evaluation, incentive programs, and compensation practices.
Ability to independently lead complex projects, develop strategic recommendations, and influence business decisions.
Advanced analytical and financial modeling skills, including expertise in Excel and/or Google Sheets.
Experience translating complex compensation data into actionable insights and presenting recommendations to business leaders.
Strong understanding of compensation-related regulations, compliance requirements, and internal equity considerations.
Ability to partner effectively with HR, Finance, and business leaders while managing competing priorities.
Strong written and verbal communication skills, including the ability to explain complex compensation concepts to diverse audiences.
Ability to identify opportunities, improve processes, and implement scalable solutions with minimal oversight.

Nice To Haves

Experience with salary survey data and market benchmarking platforms, particularly Radford.
Experience with Workday, including compensation administration and reporting.
Experience designing, administering, or evaluating sales compensation and incentive programs.
Experience with equity compensation programs and administration.
Experience leading compensation projects or programs in a high-growth or rapidly evolving organization.
Ability to balance strategic thinking with hands-on execution and a proactive, solutions-oriented approach.
Ability to present to executive leadership.

Responsibilities

Lead market benchmarking and salary survey analyses and recommend competitive, equitable compensation practices.
Conduct complex compensation analyses, including financial modeling, employee impact assessments, pay equity, compression, and market competitiveness evaluations.
Develop and maintain compensation dashboards and reports to identify workforce trends, evaluate program effectiveness, and provide leadership with actionable insights.
Lead the planning, administration, and execution of annual compensation cycles, including merit increases, promotions, bonus programs, and equity awards.
Advise HR Business Partners and business leaders on compensation decisions, salary benchmarking, job leveling, and internal equity.
Partner with HRIS, Payroll, and Finance on compensation data accuracy, incentive payment processing, financial modeling, and program administration.
Evaluate, develop, and implement compensation strategies, policies, and processes aligned with organizational objectives.
Develop and present compensation analyses, strategic recommendations, and business cases to People Team leadership and other stakeholders.
Lead executive compensation.
Improve compensation processes, tools, and controls to increase efficiency, accuracy, and scalability.
Develop and deliver compensation training, resources, and communications to improve organizational understanding and consistency.
Partner with Finance on compensation forecasts, cost models, and financial analyses supporting workforce planning and business decisions.
Guide job evaluations, job architecture, grade assignments, and Fair Labor Standards Act (FLSA) classifications.
Lead the administration, analysis, and ongoing evaluation of incentive and bonus programs.
Provide functional leadership and mentorship to team members and cross-functional partners, sharing expertise and establishing best practices.