Senior Compensation Analyst

Liquidity Services•Bethesda, AL

1d•Remote

About The Position

As a Senior Compensation Analyst, you will be a key member of the Total Rewards team, reporting to the Director, Total Rewards. You will help shape and advance Liquidity Services’ global compensation programs, ensuring our practices remain competitive, scalable, and aligned with our compensation philosophy. You will own our global job architecture, including job families, sub-families, career levels, job profiles, and related HRIS structures. Using your compensation expertise, market data, and analytical skills, you will conduct market pricing and benchmarking, evaluate and level new and open roles, manage annual compensation survey submissions, and develop data-driven recommendations that support consistent and competitive pay decisions. You will lead the annual merit and bonus processes from end to end, including project planning, data validation, manager instructions and communications, administration, auditing, and reporting. You will partner with HRIS on system configuration and testing and support the Director, Total Rewards with bonus and commission programs, materials, and communications. You will collaborate closely with Talent Acquisition, HR Business Partners, HRIS, Finance, Legal, and business leaders.

Requirements

Minimum of five years of broad-based compensation experience, including at least three years focused on job architecture, market pricing, and benchmarking, required.
Demonstrated experience maintaining and improving job architecture, including job families, career levels, job profiles, and salary structures, required.
Experience using major compensation survey providers, such as Radford, McLagan, Willis Towers Watson, or Mercer, required.
Strong knowledge of broad-based compensation, job architecture, market pricing, salary surveys, and compensation administration.
Advanced Microsoft Excel skills, including data analysis, modeling, reconciliation, and reporting.
Strong analytical and problem-solving skills with the ability to translate complex data into practical recommendations.
Exceptional attention to detail and commitment to producing accurate, clear, and well-documented work.
Ability to independently manage multiple priorities and deliver high-quality results in a fast-paced environment.
Strong communication skills with the ability to explain compensation concepts clearly to managers and business partners.
Ability to build effective partnerships across HR, Finance, Legal, Talent Acquisition, HRIS, and the business.
Ability to translate compensation requirements into clear business requirements and partner with HRIS on system testing and data validation.

Nice To Haves

Experience supporting compensation programs in a multinational organization, including the United States, India, and the United Kingdom, preferred.
Experience evaluating and benchmarking hourly warehouse, sales, and information technology roles preferred.
Sales compensation experience preferred.
Certified Compensation Professional designation preferred.

Responsibilities

Own and enhance our global job architecture, including job families, sub-families, career levels, job profiles, titles, and related compensation structures.
Lead job architecture projects that support organizational design, career development, workforce planning, and talent acquisition.
Market price and level new, open, and changing roles across corporate, information technology, sales, and warehouse operations.
Manage annual compensation survey participation, including job matching, data validation, survey submissions, analysis of results, and maintenance of market benchmarks.
Monitor compensation trends and market practices and translate findings into recommendations for the Total Rewards team and business leaders.
Lead the annual merit and bonus processes from end to end, including planning, data preparation, manager materials and communications, administration, auditing, and reporting.
Partner with HRIS to define business requirements and support system configuration, testing, data validation, and issue resolution.
Develop clear instructions, tools, and resources that help managers navigate compensation processes.
Support the Director, Total Rewards with bonus and commission programs, analyses, materials, and communications.
Develop compensation analyses and recommendations for new hires, promotions, market adjustments, job changes, and other pay decisions.
Partner with Finance, Legal, Talent Acquisition, HR, HRIS, managers, and business leaders to address compensation needs and support consistent program administration.
Stay current on applicable pay laws and regulatory requirements, including minimum wage and salary basis requirements, and recommend updates to compensation practices and processes.
Identify opportunities to strengthen compensation processes, reporting, data integrity, controls, and the manager experience.