Senior Compensation Analyst

DFW International Airport•Grapevine, TX

About The Position

Under the direction of the Manager, Compensation, the Senior Compensation Analyst functions as the senior‑most individual contributor within the Compensation team and serves as a strategic partner to senior leadership, People Business Partners, and cross‑functional stakeholders. This role provides expert guidance on compensation philosophy, governance, and program design, ensuring that compensation practices support organizational strategy, market competitiveness, internal equity, and regulatory compliance. The Compensation Advisor leads enterprise‑wide initiatives, applies advanced analytical insight to complex compensation issues, and strengthens organizational capability through consultation, mentorship, and training.

Requirements

Bachelor’s degree in business administration, finance, or human resource management.
7+ years of progressive compensation experience.
Expertise in market pricing, pay equity analysis, and compensation strategy.
Strong executive communication, consulting, and influence skills.
Ability to translate complex data into actionable insights for senior leadership.
Demonstrated leadership in cross‑functional, high‑visibility compensation projects.
An equivalent combination of education and experience may be substituted for the above.
Knowledge of current compensation administration principles and practices and pertinent federal, state, and local laws, codes, and regulations.
Extensive knowledge of advanced Excel functions, including complex formulas, nested logic, lookup structures, pivot tables, modeling tools, and data visualization techniques, used to support enterprise‑wide compensation analysis.
Advanced ability to develop polished, executive‑ready PowerPoint presentations that translate complex compensation data and strategic insights into clear, compelling visuals that support enterprise‑wide decision‑making.
Strong analytical ability.
Excellent verbal and written communication skills.
Ability to work independently and manage multiple complex tasks and projects simultaneously.
Ability to safeguard sensitive or confidential information from intentional or unintentional disclosure.
Ability to organize data and maintain a record keeping system.
Ability to define problems and implement solutions.
Ability to maintain focus on high level customer service and follow-through.
Ability to meet established recurrent deadlines.
Ability to plan, control, and develop time and cost estimates for project activities.
Ability to establish and maintain effective working relationships inside and outside the organization.

Nice To Haves

Certifications such as CCP, PHR or SPHR, SHRM-CP or SHRM-SCP, CEBS, CBP.
Experience with third-party salary surveys.
Experience utilizing a Compensation tool/platform.

Responsibilities

Partners with the Manager, Compensation to lead the development, refinement, and governance of the Airport’s compensation philosophy, salary structures, and related policies, ensuring organization‑wide consistency and compliance.
Serve as a trusted expert on compensation governance, advising senior leaders and People Experience & Culture (PXC) partners on policy interpretation and strategic decision‑making.
Design, implement, and administer compensation programs for executive and non‑executive roles that support organizational strategy, internal equity, and competitive positioning.
Analyze organizational trends and market data to identify compensation issues and recommend strategic solutions.
Conduct advanced modeling, including competitiveness assessments, pay equity analysis, retention risk evaluation, and long‑term forecasting.
Translate complex analytical findings into actionable insights and recommendations for senior leadership.
Provide strategic guidance to senior leaders and People Business Partners on compensation decisions with organization‑wide impact, serving as the escalation point for complex or atypical issues.
Consult with business and PXC stakeholders to ensure compensation considerations are embedded in workforce planning, organizational design, and talent initiatives.
Lead enterprise‑wide compensation projects, initiatives, and cross‑functional workstreams to support program redesign, process improvements, and system enhancements.
Represent the Compensation function on cross‑functional teams to ensure alignment and accurate implementation of compensation strategies.
Develop clear communication materials that explain compensation programs, processes, and philosophy to leaders and employees.
Design and deliver training that enhances organizational understanding of compensation governance, compliance requirements, and decision‑making frameworks.
Mentor peers and team members to elevate compensation knowledge and analytical capability.