Senior Analyst, Compensation

RaceTrac•Atlanta, GA

About The Position

The Senior Analyst, Compensation supports pay decisions for our field-based teams across all lines of business. This role prices jobs, supports pay range design, and translates market and internal data into clear recommendations on pay rates, pay movement, and field incentive plans. The role partners closely with HR, field leaders, and Finance to ensure programs are competitive, consistent, and executable in day-to-day operations.

Requirements

Bachelor’s degree from an accredited college or university in Finance, Economics, Business Analytics, Human Resources, or a related field required.
4-6 years of experience in compensation analysis, workforce analytics, finance, or a closely related analytical role.
Demonstrated experience building compensation or financial models and performing structured quantitative analysis.
Advanced Excel proficiency required.

Nice To Haves

Experience supporting hourly/field pay programs (merit cycles, incentives, premiums/differentials, or pay zones) preferred.
Experience with HRIS systems and compensation survey platforms preferred.
Experience working cross-functionally with HR, Finance, and business stakeholders preferred.

Responsibilities

Price hourly field roles (using surveys and internal data) and make recommendations based on compensation philosophy & guidelines.
Run recurring pay cycles for the field: prepare files, load data, validate employee/job details, build leader views, and confirm payouts align to guidelines and budgets.
Monitor pay issues (compression, hiring/retention pressure, pay gaps by market, premium pay not aligning to policy) and recommend options to address them.
Perform detailed analysis across base pay, field incentives, and premiums (shift, weekend, on-call, location) using internal data, market benchmarks, and performance results.
Own market intelligence for the field by tracking competitor pay practices, survey updates, and local market shifts that impact drivers, distribution centers, facilities teams, and retail stores.
Maintain ongoing views of pay trends by population (drivers, DC, facilities, retail), including hiring rates, turnover pressure, premium usage, and pay position versus market; proactively communicate notable changes.
Develop recommendations (supported by data) for updates such as pay zone changes, starting-rate adjustments, premium modifications, and targeted pay actions to address emerging market and workforce needs.
Build and maintain field pay models (pay zones/geo differentials, starting-rate rules, premiums) and run scenarios for program administration recommendations, new locations, or targeted pay actions.
Partner with Compensation leadership and HR to improve field pay programs by strengthening guidance, data quality, and day-to-day execution.
Translate analysis into clear tools and talking points for leaders and HR so that field leaders can apply guidance consistently.
Keep field job and pay data clean (job codes, locations, pay zones, premiums) across HRIS, survey tools, and reporting.
Support pay governance for the field (approvals, documentation, controls) and stay ready for audits.