Senior Compensation Analyst

[solidcore]•Arlington, VA

5d•Onsite

About The Position

We are looking for a Senior Compensation Analyst to join our People Operations team. This role will work across the full compensation lifecycle, from benchmarking and structure design to HR analytics and reporting, and will serve as a trusted resource for People Operations, Finance, and field leadership. This is an exciting opportunity to join a rapidly growing, investor-backed organization with a desire to be the leader in the studio fitness space.

Requirements

4-6 years of experience in compensation, total rewards, or HR analytics.
Strong analytical skills with demonstrated ability to work with large data sets and translate them into clear recommendations.
Advanced proficiency in Microsoft Excel or Google Sheets — pivot tables, VLOOKUPs, modeling, and data visualization.
Experience with compensation survey participation and data cuts (Mercer, Radford, CompData, or similar).
Working knowledge of FLSA, pay equity principles, and wage and hour compliance.
Experience using an HRIS system — Workday experience strongly preferred.
Strong written and verbal communication skills — able to present data and recommendations clearly to both technical and non-technical audiences.

Nice To Haves

Certified Compensation Professional (CCP) designation preferred

Responsibilities

Support compensation process design, market analysis, and budgeting across the company's hourly and salaried workforce.
Administer annual, quarterly, and off-cycle merit increase and bonus processes, including modeling, communication, and execution in Workday.
Partner cross functionally on coach pay, new studio opening pay rates and incentive programs.
Complete salary surveys and benchmark positions to support salary structure maintenance and competitive pay analysis.
Conduct FLSA classification reviews to ensure ongoing compliance with federal, state, and local wage and hour requirements.
Maintain and audit compensation data in Workday, ensuring accuracy of salaries, titles, job profiles, salary grades, pay ranges, and classifications.
Build and maintain compensation rate tables in Workday, ensuring pay lookup values are current, accurate, and aligned with approved structures.
Draft compensation communications, offer letters, total reward statements, and merit and bonus letters for review and distribution.
Document compensation processes, timelines, and decision frameworks to support consistency and scalability.
Prepare reports and analysis to support compensation decisions, business planning, and leadership reviews.
Build and maintain recurring workforce dashboards covering headcount, pay equity, and turnover trends.
Develop ad hoc analysis to support business decisions, including promotion modeling, cost projections, and market positioning.
Partner with the HRIS team to ensure Workday data integrity and support system reporting needs.
Identify and suggest process improvements to enhance accuracy, compliance, and operational efficiency.
Contribute to performance evaluation processes and broader People Operations projects as needed.