Senior Analyst, Enterprise Compensation

National Life Insurance Company•Montpelier, VT

7d•$80,625 - $118,250•Onsite

About The Position

The Sr. Analyst, Enterprise Compensation serves as an experienced compensation subject matter expert within the National Life People Center, supporting compensation programs, policies, and processes that align with the Company's Compensation Guiding Principles and Compensation Philosophy. This role exercises independent judgment in applying compensation policies, conducting market analyses, evaluating jobs, and providing compensation consultation to business leaders, HR Business Partners, and People Center colleagues. This position currently offers an onsite work schedule, with the expectation that you will be in the office four (4) days per week during onsite core days. Our current onsite core days are Monday, Tuesday, Wednesday, and Thursday. The work schedule type and core days are subject to change with advance notification and manager discretion.

Requirements

Bachelor's degree and 5 or more years of related work experience; OR Advanced degree and 2 or more years of related experience; OR 9 or more years total equivalent work experience.
Progressive compensation experience supporting salary administration, job evaluation, market pricing, compensation analysis, annual compensation programs, and developing recommendations using market data and internal equity principles.
Ability to manage competing priorities and adapt quickly to changing business needs while maintaining accuracy and attention to detail.
Advanced proficiency with Microsoft Excel, including data analysis, reporting, modeling, and working with large datasets.
Ability to work in a
Strong analytical, critical thinking, and problem-solving skills.
Strong written, verbal, and presentation communication skills.
Experience working with HRIS systems and compensation survey platforms.
Leverage approved AI tools, where appropriate, to improve the efficiency, quality, and impact of their work.
Stay curious and open to new AI-enabled ways of working.
Exercise sound judgment by reviewing and validating AI-generated content.
Maintain accountability for the accuracy, quality, fairness, and integrity of work products by adhering to National Life's AI guiding principles.
Use AI responsibly and in accordance with company policies related to confidentiality, data privacy, security, compliance, retention, and intellectual property.

Nice To Haves

Knowledge of best practices for sales compensation design and administration, ideally in the financial services or insurance industries.
Compensation experience within the financial services, insurance, or investment management industry.
Experience supporting annual compensation planning, incentive compensation, and compensation review cycles.
Experience working with UKG Pro HRIS.
Certified Compensation Professional (CCP), PHR, SHRM-CP, SHRM-SCP, or related professional certification.
Experience supporting compensation process improvement initiatives and cross-functional projects.

Responsibilities

Serve as a trusted compensation expert to HR Business Partners and business leaders on compensation policies, salary administration, job evaluation, market pricing, and pay decisions.
Perform market pricing, internal equity, and pay recommendation analyses, applying sound judgment and compensation policy to ensure alignment with guidelines, internal equity, and organizational objectives.
Prepare compensation analyses, reports, and recommendations for People Leaders, HR Business Partners, and business stakeholders.
Execute key components of the annual Pay for Performance Review process.
Lead annual compensation survey submissions, validate compensation data, and analyze market results, monitoring external compensation practices, labor market trends, and regulatory developments to support salary structure administration and communicate relevant findings to Compensation leadership.
Monitor compensation outcomes and recommend process, program, reporting, and analytical tool enhancements that improve program effectiveness and operational efficiency.
Partner with business leaders and HR Business Partners to develop and maintain accurate job descriptions that appropriately reflect organizational scope and responsibilities.
Develop and deliver compensation education, presentations, and job aids to managers, HR Business Partners, and People Leaders.
Participate in cross-functional compensation projects and support implementation of new compensation programs, technology enhancements, and process improvements.
All other duties as assigned.