Senior Compensation Analyst

GCI Communication Corp • Anchorage, AK

12h • Hybrid

About The Position

GCi's Senior Compensation Analyst will lead analytically rigorous, market-aligned compensation solutions that support attraction, retention, and internal equity. This role partners with HR and business leaders to price jobs to market, maintain job architecture and salary structures, support annual compensation cycles (merit, bonus, and focal reviews), and provide guidance on offers and employee compensation changes. The Senior Compensation Analyst ensures pay practices are compliant and scalable, produces clear reporting and insights, and helps leaders make consistent, data-driven compensation decisions.

Requirements

• High School diploma or equivalent.
• Bachelor’s degree in Human Resources, Business Management/Administration, Finance, Economics, or a relevant field.
• Minimum of six (6) years of progressive responsibilities in Human Resources, Payroll, Business Administration, Business Management, Economics, or related background.
• Including a minimum of four (4) years in a compensation focused role.
• Demonstrated ability to constructively interact with employees and leadership at all levels in the company.
• Ability to communicate difficult or complex compensation matters to stakeholders at all levels.
• Knowledgeable of corporate budgets with an understanding of financial principles and budgeting processes to evaluate the cost implications of compensation decisions.
• Expertise in conducting market research, including salary surveys and data collection techniques.
• Working knowledge of competitive compensation practices with a solid understanding of compensation functions such as finance, math, regression, and statistical analysis.
• Ability to accurately assess jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
• Ability to effectively use data analysis software and HR information systems (HRIS).
• Advanced proficiency in all areas of responsibility, performing highly complex tasks with minimal supervision and broad independent judgment.

Nice To Haves

• Experience in finance or statistical analysis.
• At least one HR Certification obtained through SHRM (SHRM-CP or SHRM-SCP), HRCI (PHR, SPHR, CPHR), or World at Work (CCP, CECP, CSCP).

Responsibilities

• Conduct market pricing using multiple survey sources and internal benchmarks; evaluate job matches recommend market positioning, and document pricing rationale
• Develop, maintain, and administer salary structures (grades, ranges, differentials), ensuring alignment with market movement, internal equity and pay philosophy
• Partner with HR Business Partners and Talent Acquisition to provide guidance on competitive pay ranges, offers, and pay adjustments
• Support compensation governance by applying policies consistently, identifying exceptions, and escalating risks or trends as appropriate
• Evaluate roles for jobs for level, scope, complexity, and FLSA status using established job architecture and evaluation frameworks
• Maintain accurate, market-aligned job descriptions and ensure alignment between role content, leveling and compensation structures
• Provide consultative guidance to HR Business Partners and leaders on job leveling, career progression, and internal consistency
• Support ongoing job architecture maintenance, including audits, documentation standards, and alignment to external market benchmarks
• Support annual merit and annual/quarterly bonus cycles by preparing guidelines, eligibility files, and manager tools in alignment with compensation philosophy and budget parameters
• Perform data validation, audits and quality checks to ensure accuracy, compliance and equitable outcomes
• Partner with HR, Payroll, and Finance to resolve issues, manage timelines, and ensure smooth execution of compensation processes
• Contribute to post-cycle analyses and summaries, highlighting outcomes, trends, and insights for leadership review
• Advise on compensation decisions including new hire offers, promotions, transfers, reclassifications, and retention actions in accordance with policy and governance standards
• Provide analytical support for incentive plans (annual/quarterly or sales), including eligibility validation, calculations, and documentation
• Partner with Finance and Payroll to ensure accurate implementation of compensation changes and incentive payouts
• Identify potential pay risks or inconsistencies and recommend solutions aligned with internal equity and market competitiveness
• Maintain compensation and job data within HCM and compensation systems, ensuring accuracy through regular audits and reconciliations
• Develop dashboards, reports, and analyses to support compensation decision‑making (e.g., market positioning, pay equity indicators, cycle outcomes).
• Translate complex compensation data into clear, actionable insights for HR partners and business leaders.
• Collaborate cross‑functionally with HRBPs, Talent Acquisition, Payroll, Finance, and business leaders to support consistent, data‑driven compensation practices.

Benefits

• The company and its subsidiaries operate in a 24/7 environment providing critical services to Alaskans and may need to respond to public health and safety matters or other business emergencies.
• As such, you will be requested to provide emergency after hours contact numbers, to include your home and cell phone numbers if you have those services.
• At GCI, we foster an environment where the unique perspectives of our employees, customers, and fellow Alaskans are celebrated.
• We add value to our community by nurturing and empowering each member of our workforce, ensuring equal opportunities for every Trailblazer.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Number of Employees: 1-10 employees