SENIOR COMPENSATION ANALYST

Carter Machinery•Salem, VA

9d•$85,000 - $120,000

About The Position

The Senior Compensation Analyst owns Carter Machinery’s market pricing methodology, survey portfolio, job-matching standards, salary structures, and job architecture framework. The role provides compensation analysis and recommendations to support competitive pay, consistent job leveling and career paths, and compliant pay decisions across operating units. It partners with leaders on complex compensation cases and evolving roles, including data center and power generation positions. The analyst supports annual compensation programs, including budgeting, merit guidelines, incentive payouts, bonus program controls, and deferred compensation. The role also establishes data-integrity controls with HRIS and Payroll, educates operations leaders on compensation principles, develops program communications, and leads process and HRIS improvements to enhance employee and manager experience. The position is based in Salem or Richmond, Virginia. The starting compensation range is $85,000–$120,000 per year. Actual base pay may vary based on experience, skills, qualifications, education, location, and other relevant business considerations. The compensation package may also include performance-based incentives and overtime eligibility depending on the role.

Requirements

Bachelor’s degree in human resources, business, finance, economics, or a related field, or equivalent experience.
At least six years of compensation experience, including ownership of salary structures, compensation cycles, or a job architecture project.
Working knowledge of FLSA exemption tests and pay transparency requirements.
Experience supporting compensation programs such as annual merit processes and bonus cycles.
Experience with UKG Pro, Workday, or a similar HRIS.
Experience with job evaluation methods and job architecture.
Advanced Excel skills, including modeling and scenario analysis.
Experience interpreting salary surveys and benchmarking data and making recommendations.
Familiarity with job code setup and job architecture.
Strong communication skills and ability to influence others.
Ability to explain pay decisions to operations leaders in business terms and uphold governance standards.
Strong attention to detail, data accuracy, and ability to manage confidential data.

Nice To Haves

Certified Compensation Professional (CCP) designation.
Experience with WTW, Pay Factor, Market Pay, Radford, or iMercer.
Power Query, Power BI, or regression-based pay equity analysis experience.
Exposure to variable pay plan administration.
Experience in an equipment dealer, distribution, construction, industrial, or energy environment.
Experience in a multi-state employer with a field, technical, or skilled-trades workforce.

Responsibilities

Own the market pricing methodology, compensation survey portfolio, and job-matching standards.
Interpret market movement and recommend actions to keep compensation competitive and support talent attraction and retention.
Design and model salary structures and geographic differentials, and recommend updates.
Draft and refine compensation policies and guidelines and contribute to incentive plan design.
Govern the job architecture framework and maintain consistent leveling, titling, and career paths across operating units.
Make final FLSA, EEO, and leveling decisions, and resolve or escalate complex cases.
Partner with leaders as roles evolve, including emerging data center and power generation roles.
Recommend and approve compensation requests for hires, promotions, lateral moves, transfers, and organizational changes in line with Carter’s pay philosophy.
Advise HR and department leaders on complex cases, including retention risk, pay compression, and counteroffers.
Approve posted pay ranges and ensure compliance with state pay transparency requirements.
Partner with the Total Rewards leader to plan and run the annual compensation cycle, including budgeting, merit guidelines, and incentive payouts.
Own bonus program accuracy and controls and recommend design improvements.
Contribute to the design and implementation of merit, bonus, and deferred compensation programs.
Establish review controls with HRIS and Payroll to protect data integrity.
Educate operations leaders on compensation principles and governance standards, and deliver training.
Develop communication strategies that promote transparency and understanding of compensation programs.
Lead improvements to compensation programs, workflows, and HRIS use to improve employee and manager experience.
Work with the team to achieve continuous improvement goals and objectives.
Perform other duties as assigned.

Benefits

Health insurance
Dental insurance
Vision insurance
Paid time off
401(k) with a $0.75 to $1.25 match up to 6%
Life and disability insurance
In-house training instructors and programs
Tuition reimbursement
Employee referral bonus program
Tool allowances and tool loans
Discounts on cellular phone service, computers, and vehicles
Performance-based incentive programs may be included in the compensation package