Senior Compensation Analyst

Safelite•Columbus, OH

About The Position

The Senior Compensation Analyst independently provides a full range of compensation consulting services to key stakeholders, including senior leaders, HR Business Partners, Field Operations and Corporate leaders (as assigned), and Talent Acquisition. This role advises on base pay, short‑term variable compensation, job classification, market pricing, pay‑for‑performance practices, and workforce structure considerations, ensuring alignment with business strategies and competitive market trends. The role serves as an internal subject matter expert on compensation program design and delivery; contributes key input to enterprise and client‑specific compensation initiatives; and applies continuous improvement practices to strengthen program effectiveness and support overall business objectives.

Requirements

Bachelor's Degree Business or equivalent
4-6 years related compensation experience, including design of incentive compensation plans, merit planning, job pricing, and pay administration.
Demonstrated ability to deliver strong consultative support to business partners while balancing broader compensation objectives, governance, and enterprise priorities.
Advanced proficiency in Excel required
Experience with HCM systems
Self‑motivated and highly organized problem solver with strong process and project management skills; able to manage multiple priorities and deadlines effectively.
Excellent interpersonal skills with a high level of discretion and sensitivity to confidential information.
Thoughtful and analytical, driving actionable strategies based on data.
Proven ability to provide advisory and consultative guidance and influence stakeholders through clear, effective written and verbal communication.

Nice To Haves

experience with MS Access preferred
Workday experience strongly preferred
Experience supporting largely hourly or retail industry organizations and/or multi-state, multi-location workforces preferred
Experience with compensation tools and systems, including market pricing platforms (e.g. Market Pay), preferred.

Responsibilities

Develops and administers compensation programs - including base pay, incentive plans, job architecture and related policies to support assigned customer groups in a manner that is cost effective, competitive and aligned with organizational objectives and market trends.
Serves as a compensation subject matter expert and trusted adviser to Talent Acquisition, People Business Partners (PBP’s), and managers on market and economics trends, organizational structures, job leveling, market pricing, job classification, offer development and salary administration to ensure alignment with business strategy and compensation philosophy.
Delivers quantitative and qualitative analyses across a variety of compensation programs and ad-hoc projects, by: Leading or participating in project teams to support various needs or initiatives. Conducting special studies or ad-hoc analysis to support emerging business priorities, strategic shifts or changes in competitive market dynamics. Modeling financial, operational and productivity metrics to evaluate new and existing compensation programs or design changes. Providing insights and actional recommendations related to for compensation design or alternative modeling approaches.
Plays an integral role in the annual salary and bonus planning process, including Workday configuration and functionality, system testing, communication materials and reporting.
Partners to ensure that compensation recommendations align with established budgets and “pay for performance” expectations across the organization.
Analyzes company compensation policies in relation to government wage and hour regulations, prevailing rates for similar jobs in comparable industries or geographic areas, and recommends changes as appropriate to establish and maintain competitive rates.
Educates managers and HR staff on concerns; escalates issues as needed.