Lead Compensation Analyst

Swagelok Company•Solon, OH

8d•Hybrid

About The Position

The Lead Compensation Analyst is a senior subject matter resource who leads day-to-day compensation operations, manages complex compensation processes and projects, and provides day-to-day oversight of team priorities, workload, service levels, and work quality. The role oversees market pricing, job evaluation, pay actions, annual compensation cycles, incentive administration, audits, accruals, payroll submissions, and compensation analysis that supports enterprise decision making. The position may represent Total Rewards in organization-wide projects and initiatives, providing compensation expertise to strengthen total rewards practices and support organizational objectives. Operating with significant independence and influence, the Lead Compensation Analyst provides expert guidance to HR partners, business leaders, Finance, Payroll, and lower-level compensation analysts. The role supports others through coaching, work direction, and knowledge sharing, and contributes to compensation strategy, process design, analytics, and continuous improvement. Work is aligned with business objectives, governance, compliance requirements, service expectations, and Swagelok's values. The position works in a normal office environment, uses standard office equipment, communicates in small and large group settings, and may travel between locations in Ohio and Pennsylvania as needed. Swagelok describes its Total Rewards package as covering health and wellness, compensation, retirement planning, and supplemental rewards.

Requirements

At least 10 years of relevant experience. In lieu of a bachelor's degree, at least 14 years of relevant experience is required.
Bachelor's degree in a related field, or the stated experience substitution.
Extensive, progressive experience in compensation, total rewards, HR analytics, or a related analytical discipline, including senior-resource or subject-matter-expert experience with complex compensation programs and operations.
Subject matter expertise in compensation practices, pay administration, market pricing, job evaluation, internal equity, annual compensation cycles, incentive administration, regulatory considerations, and compensation governance.
Expert Excel capability, including advanced formulas, pivot tables, complex lookups, modeling, scenario analysis, multi-source data validation, automation support, and review of complex workbooks for accuracy and usability.
Expert analytical ability to synthesize complex data, identify enterprise-level trends and risks, develop recommendations, and guide decisions on complex or sensitive compensation matters.
Ability to communicate clear, concise, leader-ready data stories connecting findings to business context, implications, options, risks, and recommended actions for executive or senior leader audiences.
Experience leading complex compensation processes, projects, audits, accrual reviews, payroll submissions, stakeholder escalations, and cross-functional initiatives.
Ability to coach, provide work direction and review, and share knowledge with lower-level analysts while strengthening team effectiveness, service quality, and process discipline.
Ability to operate standard office equipment such as a computer, telephone, copier, and printer.
Ability to communicate effectively in small and large groups and settings.
Ability to travel between multiple locations in Ohio and Pennsylvania as needed.
Ability to perform essential job functions safely and successfully, meet qualitative and quantitative productivity standards, and maintain regular, punctual attendance consistent with applicable law.

Nice To Haves

Certified Compensation Professional (CCP) designation or advanced compensation-related certification.
Experience leading international or global compensation programs, cross-border pay practices, mergers and acquisitions, integrations, or large-scale compensation transformation efforts.
Experience designing or improving compensation analytics, dashboards, executive summaries, governance processes, service delivery models, or program controls.
Experience partnering with senior HR, Finance, Payroll, HRIS, and business leaders to influence compensation decisions, resolve complex issues, and advance enterprise priorities.
Experience with compensation tools such as MarketPay, SAP compensation module, or SAP variable pay module.
Knowledge of HRIS platforms, workflow systems, or reporting tools used to administer complex pay programs.
Experience in a manufacturing, industrial, multi-site, global, or matrixed organization with complex operational and stakeholder needs.

Responsibilities

Assist with leading day-to-day compensation operations, including market pricing, merit planning, incentive administration, compensation mailbox management, and related cyclical processes.
Provide day-to-day oversight of team priorities, workload coordination, service levels, work quality, weekly team meetings, and regular check-ins.
Manage escalations for complex compensation requests, ensuring timely and accurate responses and appropriate approvals.
Plan, develop, implement, and administer complex compensation programs that support competitive, internally consistent, and compliant pay practices.
Partner with HR Business Partners, leaders, Finance, Payroll, and internal stakeholders to evaluate jobs, clarify role requirements, and support organizational design decisions.
Serve as project manager for annual compensation cycles and other compensation initiatives, ensuring deadlines, controls, communications, and deliverables are met.
Compile, analyze, and interpret compensation data for decision making, reporting, benchmarking, executive summaries, and enterprise-level recommendations.
Develop training and communication materials to improve understanding of compensation and total rewards programs.
Provide expert compensation consulting and guidance, including salary grading, internal equity reviews, survey analysis, and complex pay matters.
Support audits, accrual reviews, payroll submissions, merger and acquisition analysis, data validation, and migration activities.
Coach, direct, review, educate, and share knowledge with lower-level compensation analysts to support their development and work quality.
Support compensation analysis and integration for mergers and acquisitions, including data review, alignment, reporting, and transition support.
Support compensation strategy, program design, and continued improvement of compensation analytics, processes, controls, and service delivery.
Act as liaison to Finance in reviewing and analyzing compensation audits and accruals.
Conduct and prepare benchmarking for reward inquiries and projects, and compile or audit executive summaries for compensation projects.
Perform other duties as assigned.