Manager, Compensation and People Analytics

Horizon Media•New York, NY

About The Position

The Manager, Compensation & People Analytics, is a strategic and operational leader responsible for executing the organization’s compensation programs while advancing data-driven decision-making across People functions. This role bridges compensation expertise with people analytics capabilities, ensuring that pay practices are competitive, equitable, and aligned with business objectives, while delivering actionable workforce insights to senior leadership. This individual will serve as the primary owner of compensation operations and a key driver of people analytics, requiring both deep technical expertise and strong business acumen.

Requirements

7+ years of progressive experience in compensation, with exposure to people analytics
Bachelor’s degree in Human Resources, Business, Finance or related field.
Background in Human Resources, with strong understanding of HR processes and organizational dynamics
Experience working with or partnering closely with Finance
Demonstrated experience managing compensation cycles and advising business leaders
Experience building or contributing to people analytics frameworks and reporting
Proven ability to present complex compensation and analytics insights to senior leaders and executives
Excellent communication and stakeholder management skills
High attention to detail with strong operational discipline
Ability to balance strategic thinking with hands-on execution
Deep knowledge of: Job architecture and leveling frameworks, Market pricing and compensation survey methodologies, Compensation data governance and best practices, Pay equity analysis and reporting
Strong analytical and quantitative skills; ability to synthesize complex data into clear insights
Advanced proficiency in Workday, particularly Advanced Compensation
Experience with HRIS, reporting tools, and data visualization platforms (e.g., Excel, dashboards)

Responsibilities

Lead the design, execution, and administration of all compensation programs, including annual merit, bonus, and incentive cycles
Conduct market pricing and benchmarking using survey data; ensure data integrity and governance across compensation systems
Partner with HR Business Partners and business leaders to provide compensation guidance, including offer recommendations and internal equity assessments
Develop, maintain, and evolve job architecture, including job families, leveling frameworks, and role alignment
Support organizational design and restructuring efforts from a compensation perspective
Establish and enforce compensation policies, guidelines, and governance frameworks
Perform and present pay equity analyses; proactively identify and address gaps
Prepare and deliver compensation-related materials and insights to senior leadership and executives
Manage and optimize compensation processes within Workday Advanced Compensation
Ensure compliance with all applicable compensation-related government regulations and reporting requirements
Design and deliver scalable people analytics solutions that support strategic decision-making
Build and maintain dashboards and reporting across key talent metrics, including: Turnover and retention, Headcount and workforce planning, Promotion and mobility, Diversity, equity, and inclusion (DEI) metrics
Develop predictive and diagnostic analyses to identify workforce trends and risks
Partner with People leaders to translate data into actionable insights and recommendations
Improve data quality, definitions, and governance across HR systems
Support executive reporting and board-level analytics as needed
Establish consistent reporting frameworks and KPIs across the People function
Act as a trusted advisor to HR, Finance, and business leaders on compensation and workforce insights
Contribute to broader People Operations initiatives, including process improvement and system optimization
Drive continuous improvement in tools, reporting, and methodologies across compensation and analytics