Manager, Compensation & People Analytics

Celsius•Boca Raton, FL

1d•Onsite

About The Position

As the Manager, Compensation & People Analytics, you’ll be responsible for company-wide workforce analytics, job architecture, leveling, job evaluation, compensation benchmarking, and salary structure initiatives across CELSIUS®. Reporting to the VP, Total Rewards & Executive Compensation, this role partners closely with HR, Finance, Legal, and business leaders to strengthen how roles are defined, evaluated, benchmarked, and aligned to the company’s growth strategy. This is your opportunity to help build scalable compensation and workforce analytics frameworks that support organizational effectiveness, transparent career paths, competitive pay practices, workforce planning, and data-driven decision-making within a fast-growing consumer packaged goods organization. You’ll bring strong experience in compensation analysis, people analytics, job architecture, internal and external benchmarking, along with the ability to translate workforce and rewards data into clear insights, actionable recommendations, and practical program support.

Requirements

5+ years of experience in compensation, people analytics, total rewards, job architecture and/or HR strategy
Bachelor’s degree in Human Resources, Business Administration, Finance, Analytics, Industrial/Organizational Psychology, or a related field
Experience supporting job architecture, job leveling, career framework design, job evaluation, and salary structure development
Strong knowledge of compensation benchmarking, market pricing, pay equity analysis, merit planning, incentive programs, and salary range modeling
Strong experience with HRIS, compensation platforms, survey market data tools, Excel modeling, reporting dashboards, and people analytics tools
Strong communication, stakeholder engagement, and consultation skills with the ability to influence across functions and varying levels of leadership
Knowledge of compensation compliance, internal equity principles, pay transparency trends, and external labor market practices

Responsibilities

Support the design, governance, and continuous improvement of company-wide job architecture, job leveling, job families, job functions, and career frameworks
Maintain and analyze salary structures using external market data, internal equity analysis, benchmarking insights, and business growth needs
Conduct annual compensation structure reviews and build models to recommend salary range adjustments, market movement updates, and pay practice improvements
Perform internal and external compensation benchmarking to support competitive pay positioning, workforce planning, talent attraction, and retention strategies
Develop people analytics reporting and insights related to workforce trends, compensation, job levels, organizational design, talent movement, retention, and performance.
Create dashboards, reports, and leadership-ready analyses that translate people data into actionable recommendations
Partner with HR, Finance, Legal, and business leaders to support job evaluations, reorganization planning, role design, and technical structure development
Review and assign job families, job functions, levels, and career paths to improve workforce reporting, organizational clarity, and career mobility
Support the design, administration, and analysis of merit planning guidelines aligned with pay-for-performance principles and company compensation philosophy
Analyze incentive plan performance, payout modeling, and plan effectiveness for eligible business groups
Provide compensation consultation for promotions, new roles, reorganizations, market adjustments, retention actions, and internal equity reviews.
Develop communication materials, manager guidance, and change management resources to support compensation programs, job architecture updates, and career framework adoption
Monitor compensation trends, labor market movement, pay transparency requirements, and people analytics best practices to inform scalable Total Rewards strategies