Senior Compensation Analyst

Advisor Group • Scottsdale, AZ

2d • Hybrid

About The Position

The Senior Compensation Analyst is a highly influential individual contributor responsible for advancing the organization’s compensation capabilities, analytics, and infrastructure. This role will play a critical part in stabilizing and modernizing compensation practices, with an immediate focus on data integrity, job architecture refinement, and scalable analytics. Operating in a fast-evolving environment, this role will partner closely with the VP of Total Rewards and Compensation Manager to build foundational and advanced capabilities across compensation programs. The ideal candidate brings strong technical expertise in Workday, advanced Excel modeling, and data visualization, along with a builder mindset and the ability to operate effectively in ambiguity. This role will also help shape the organization’s early-stage approach to AI-enabled compensation analytics and reporting.

Requirements

• Bachelor’s degree in Human Resources, Finance, Data Analytics, or related field
• 7+ years of progressive compensation experience
• Strong experience with job architecture, job leveling, and benchmarking
• Demonstrated experience with annual merit and bonus cycles
• Advanced proficiency in Excel (complex modeling, data manipulation, scenario analysis)
• Hands-on experience with Workday Compensation and reporting (beyond standard report running)
• Ability to work effectively in ambiguous, evolving environments
• Strong analytical, problem-solving, and stakeholder communication skills
• Minimum of high school diploma or equivalent is required.

Nice To Haves

• Experience with Power BI or other data visualization tools
• Exposure to data cleanup, transformation, or system optimization efforts
• Early experience with or strong interest in AI tools and applications in HR/Compensation
• CCP certification
• Experience working within a McLagan framework or similar job architecture models

Responsibilities

• Support the design, execution, and continuous improvement of compensation programs, including base pay, incentives, and recognition
• Serve as a trusted advisor to HR Business Partners and business leaders on offers, promotions, market adjustments, and pay decisions
• Provide practical, data-informed recommendations in a fast-moving, evolving environment
• Partner in the validation, refinement, and ongoing management of job architecture based on the McLagan framework
• Review and update job descriptions, job profiles, leveling, and job family assignments
• Conduct job evaluations, including FLSA classification and leveling alignment
• Benchmark roles using survey data and market intelligence to ensure external competitiveness
• Lead efforts to assess, clean, and standardize compensation and job data within Workday
• Identify data gaps, inconsistencies, and risks, and implement practical solutions to improve data quality
• Establish repeatable processes and governance for maintaining high-quality compensation data
• Partner with HRIS to improve system structure, data flows, and usability
• Build and enhance compensation reporting using advanced Excel and Workday reporting capabilities
• Develop scalable dashboards and visualizations (e.g., Power BI) to support decision-making
• Transition reporting from manual and reactive to automated and insight-driven
• Deliver actionable insights on trends such as pay equity, compression, retention risk, and market positioning
• Lead execution of the annual merit and bonus planning cycles
• Build models, tools, and reporting to support effective planning and budget alignment
• Partner with Finance and HR to ensure alignment between compensation decisions and financial targets
• Support design, modeling, and administration of incentive plans, including collaboration with Finance and Sales leadership
• Assist in documentation and communication of plan designs
• Identify opportunities to streamline and automate compensation processes using analytics, tools, and emerging technologies
• Begin introducing and shaping the use of AI in compensation analytics, reporting, and process efficiency
• Partner with leadership to explore practical, scalable applications of AI in Total Rewards
• Drive a mindset of continuous improvement and modernization
• Create clear, structured documentation for compensation programs, processes, and tools
• Support training and enablement of HR partners and leaders

Benefits

• health, vision, dental insurance
• 401k
• paid time away
• volunteer days

What This Job Offers

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