Senior Compensation Analyst

GeneDx•Gaithersburg, MD

5d•$110,000 - $120,000•Remote

About The Position

We are seeking a strategic Sr. Compensation Analyst to help build sustainable, scalable compensation practices across our organization. You will be responsible for managing compensation data and systems, conducting internal assessments and market benchmarking, and creating practical tools that make our performance-based compensation practices easy to understand and execute. You will own critical processes including quarterly incentive payouts, total rewards statements, and day-to-day administration while building resources that empower managers and employees to navigate our total rewards philosophy with confidence.

Requirements

5+ years of compensation experience with strong focus on analysis, benchmarking, and process development
Hands-on experience with HRIS platforms (ADP or similar) and compensation tools
Proven experience conducting internal equity assessments and market benchmarking studies
Strong analytical skills with ability to translate data into clear insights and recommendations
Understanding of compensation philosophy, job leveling, and pay equity principles
Exceptional attention to detail with ability to ensure accuracy and consistency across compensation programs
Experience creating practical tools, frameworks, and resources for non-compensation audiences
Excellent written and verbal communication skills with ability to simplify complex concepts
Advanced proficiency with Excel (pivot tables, formulas, data analysis) and presentation software
Ability to manage multiple projects simultaneously and meet deadlines in a dynamic environment
Demonstrated ability to handle confidential information with discretion

Nice To Haves

Experience in high-growth or scaling company environments
Familiarity with Payscale
Project coordination experience
Experience with leveling assessments/organizational redesign
Experience with survey participation and market data sources (Radford, Mercer, etc.)
CCP preferred

Responsibilities

Compensation Process & Framework Development: Design and implement sustainable compensation processes, including workflows for promotions, transfers, and pay adjustments
Execute day-to-day compensation operations ensuring consistency with pay for performance compensation philosophy and internal equity guidelines
Develop practical toolkits, guidelines, and decision-support resources for managers and HR partners
Create clear documentation and training materials that make compensation practices accessible across the organization
Incentive Program Administration: Own the end-to-end quarterly incentive program process including eligibility tracking, performance data validation, payout calculations, and accuracy verification
Ensure seamless execution of incentive payouts aligned with our pay-for-performance model
Develop and maintain incentive program documentation, guidelines, and reporting
Partner with Finance and Payroll to ensure accurate and timely incentive processing
Analyze incentive program effectiveness and provide recommendations for continuous improvement
Internal Assessment & Benchmarking: Conduct comprehensive internal equity analyses to identify pay disparities and ensure fair compensation practices within our pay-for-performance framework
Perform regular market benchmarking studies to maintain competitive positioning
Own job leveling activities and ensure consistency in level assignments across the organization
Partner with leadership to refine job architecture and compensation structures using data-driven insights
Analyze compensation trends and provide recommendations to support equitable pay practices
Data Analysis & Insights: Prepare compensation reports, compa-ratio analysis, cost modeling, and budget impact assessments
Conduct trend analysis and scenario planning to inform strategic decision-making
Support budget forecasting and annual planning cycles with comprehensive data and insights
Build dashboards and reporting tools that make compensation data accessible and actionable for stakeholders
Compensation Technology Optimization: Own the annual total rewards statement process ensuring seamless distribution and employee understanding of our comprehensive pay-for-performance compensation package
Configure compensation systems and optimize to improve efficiency and user experience
Implement technology solutions that streamline compensation workflows
Serve as a power user and resource for compensation tools across the organization
Identify opportunities to reduce manual processes and improve data accuracy
Total Rewards Communication & Enablement: Develop presentations and documentation that translate complex compensation concepts for diverse audiences
Craft communication strategies and materials for compensation, equity, and total rewards programs
Design self-service tools and resources to empower managers and employees
Other duties and projects as assigned