Senior Compensation Analyst

Chan Zuckerberg • Redwood City, CA

77d • $106,000 - $146,300 • Hybrid

About The Position

The Senior Compensation Analyst plays a critical role in both the strategy and execution of the organization's compensation programs. As a subject matter expert in salary structures, incentive programs, and specialized plans, you'll ensure pay practices are competitive, equitable, and compliant-while also driving hands-on execution during high-demand periods. This role is ideal for someone who thrives in fast-paced environments, can operate independently with minimal oversight, and brings a strong foundation in People Operations. You'll partner closely with the Senior Compensation Manager, as well as the People team, Finance, and Business Systems, to deliver high-impact compensation solutions aligned with organizational goals. This position will initially report to the VP, Total Rewards and People Operations.

Requirements

• 4-7 years of hands-on compensation experience in dynamic, high-growth, or complex environments.
• Strong knowledge of compensation principles, job architecture, career frameworks, and incentive design.
• Advanced proficiency in analytical and quantitative skills; ability to translate complex data into actionable insights.
• Proven ability to work independently, execute with precision, and deliver results with minimal guidance.

Responsibilities

• Partner closely with the Senior Compensation Manager to design, maintain, and update job architecture, salary ranges, and career grids.
• Administer and support annual compensation cycles, including merit, bonus, promotion, and long-term incentive programs.
• Support off-cycle activities, including one-time payments, title/reporting changes, and specialized compensation plans.
• Collaborate with People Business Partners, Recruiting, and Finance to provide recommendations for new hires, internal mobility, and retention strategies.
• Manage Workday Core and Advanced Compensation modules, including job profile updates, plan configurations, bulk data loads (EIBs), and testing/auditing.
• Maintain and audit key compensation tools and data sources; automate processes where possible.
• Perform regular audits, reconciliations, and reporting to ensure data integrity and alignment with compensation structures.
• Conduct job evaluations, FLSA classifications, and market pricing analyses to ensure internal equity and external competitiveness.
• Participate in compensation surveys (e.g., Radford, Mercer), including role matching, data submission, and analysis to ensure accurate benchmarking and alignment with market practices.
• Monitor market trends and regulatory updates to keep pay practices current and compliant.
• Partner with the Senior Compensation Manager to build compensation cycle timelines, requirements documentation, and communication materials.
• Collaborate across People, Finance, and Business Systems to execute compensation cycles smoothly and thoughtfully.
• Create and maintain compensation documentation, tools, and training resources for managers and employees.

Benefits

• Generous employer match on employee 401(k) contributions.
• Paid time off to volunteer at an organization of your choice.
• Funding for select family-forming benefits.
• Relocation support for employees who need assistance moving.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Industry: Religious, Grantmaking, Civic, Professional, and Similar Organizations
• Number of Employees: 501-1,000 employees