Senior Compensation Analyst

Capital Farm Credit • College Station, TX

3d • Onsite

About The Position

The Senior Compensation Analyst serves as an advanced individual contributor responsible for leading complex compensation analyses, projects, and assigned components of the Association’s compensation programs. This position applies advanced compensation expertise, financial analysis, and workforce analytics to evaluate compensation practices, identify issues and opportunities, and develop recommendations that support competitive, equitable, and financially responsible compensation decisions. The Senior Compensation Analyst partners closely with Human Resources, Finance, and business leaders and serves as a trusted compensation advisor on market pricing, job evaluation, internal equity, salary administration, incentive compensation, workforce costs, and other complex compensation matters. The position leads assigned compensation initiatives, develops analytical models and dashboards, evaluates alternative solutions, and translates complex data into actionable insights and recommendations for management and executive leadership. The role operates with a high degree of independence and professional judgement while ensuring compensation programs and decisions remain aligned with the Association’s compensation philosophy, governance practices, workforce objectives, and financial considerations.

Requirements

• Bachelor’s degree in finance, Accounting, Human Resources, Business Administration, Economics, or a related field.
• Five to seven years of progressively responsible experience in compensation, finance, human resources, or a highly analytical role.
• Advanced knowledge of compensation principles and practices, including market pricing, job evaluation, salary structures, internal equity analysis, salary administration, and incentive compensation programs.
• Demonstrated experience independently conducting complex compensation analyses and developing recommendations for management.
• Advanced Microsoft Excel skills are required, including the ability to develop financial models, perform scenario-based analysis, and analyze large and complex data sets.
• Strong analytical, problem-solving, consulting, and communication skills with the ability to translate complex compensation and workforce data into clear, actionable recommendations for HR and business leaders.
• Strong attention to detail with demonstrated commitment to data integrity, confidentiality, governance, and sound judgment.
• Ability to identify opportunities for process improvement and develop solutions that enhance compensation program effectiveness, efficiency, and scalability.

Nice To Haves

• Experience developing dashboards and data visualization using Power BI or similar tools is strongly preferred.
• Experience supporting labor budgeting, workforce planning, and workforce cost analysis is preferred.
• Experience working with HRIS platforms, compensation management systems, and budgeting or financial planning systems is strongly valued.
• Professional certification such as Certified Compensation Professional (CCP), SHRM-CP, or SHRM-SCP is preferred.

Responsibilities

• Lead complex market pricing and job evaluation analyses for new, revised, and existing positions using approved compensation survey sources, organizational information, job requirements, and market data. Develop recommendations regarding job level, market positioning, and compensation.
• Lead internal equity, pay compression, and market competitiveness analyses, identifying significant trends, risks, and issues and recommending appropriate actions based on market data, internal equity, organizational considerations, and financial impact.
• Lead assigned components of annual compensation planning and year-end compensation processes, including merit planning, promotional increase analysis, salary structure maintenance, compensation budgeting, data validation, and related analysis.
• Provide advanced analysis and recommendations for new hires, promotions, transfers, retention considerations, organizational changes, and other employee compensation actions, applying established compensation philosophy, guidelines, internal equity considerations, and market practices.
• Support the administration and analysis of Short-Term Incentive (STI) and Long-Term Incentive (LTI) programs, including modeling, reporting, data validation, and analysis of program outcomes.
• Develop financial models and scenario analyses to evaluate the cost and workforce impact of compensation decisions, salary programs, organizational changes, staffing scenarios, and proposed compensation initiatives.
• Lead the development and interpretation of compensation and workforce analytics, including turnover, cost per FTE, vacancy impact, headcount, market competitiveness, internal equity, and other workforce trends to support business and workforce decisions.
• Build and maintain advanced Power BI dashboards, analytical models, and reporting tools that provide leaders with actionable compensation and workforce insights.
• Serve as a senior compensation resource and advisor to Human Resources and business leaders, providing guidance on complex compensation decisions, policies, practices, market considerations, and compensation guidelines.
• Lead assigned compensation projects and cross-functional initiatives, including establishing analytical approaches, coordinating stakeholders, evaluating alternatives, developing recommendations, and communicating results.
• Partner with Human Resources, Finance, and business leaders on labor budgeting, workforce planning, position management, and workforce cost analysis to support organizational and financial planning.
• Prepare and present compensation analyses, recommendations, workforce insights, and supporting materials for HR leadership, executive leadership, and the Compensation Committee, as appropriate.
• Participate in compensation surveys and evaluate external market data and compensation trends to identify emerging issues and recommend changes to compensation practices or programs.
• Maintain and promote the integrity of compensation and workforce data within HRIS, compensation management, budgeting, and reporting systems.
• Support internal and external audits, compliance reviews, and governance activities by validating compensation data, preparing documentation, responding to complex data requests, and identifying potential issues.
• Identify and lead process improvements that enhance the efficiency, accuracy, governance, scalability, and effectiveness of compensation and workforce processes.
• Support the integration and continuous improvement of HRIS, compensation management, budgeting, and reporting platforms as they relate to compensation and workforce analytics.
• Perform other duties and responsibilities as required to support the effective operation of the department and Association.

Benefits

• Incentive Program: Company-wide, goals-based rewards.
• Accrued Time Off: Earn 13 days of annual leave and 15 days of sick leave per year, plus enjoy 10-12 paid holidays annually.
• Retirement: 401(k) with up to 9% employer contribution/match.
• Health Coverage: Affordable medical, dental, and vision plans.
• Parental Leave: 8 weeks of paid parental leave.
• Life & Disability Insurance: Employer-paid coverage.
• Education & Wellness: Tuition reimbursement and up to $400 for wellness expenses.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior