Senior Compensation & Benefits Analyst, Human Resources

Wake Forest University•Winston-Salem, NC

About The Position

The Senior Compensation & Benefits Analyst supports the Executive Director in designing, administering, and analyzing compensation programs and provides strategic analytical and project support to the Compensation and Benefits teams. The role conducts market research, compensation benchmarking, and financial modeling to help ensure pay and benefits practices are competitive, equitable, aligned with institutional goals, and compliant with applicable laws and governance standards. The position partners with Human Resources leadership, Legal Counsel, Finance, and external consultants. Responsibilities include total rewards reporting and data management; program administration; executive compensation analysis; strategic and project management support; and governance and compliance. The analyst collects and interprets compensation, benefits, and workforce data; develops reports, dashboards, and presentations; supports compensation planning and forecasting; administers agreements, adjustments, retention programs, and benefits; and develops and manages incentive programs. In partnership with the Executive Director, the analyst benchmarks executive compensation, manages related timelines and transactions, prepares recommendations and models, and supports strategic decision-making. The role also researches trends, supports workforce planning and total rewards initiatives, monitors relevant regulatory compliance, and maintains documentation for compensation decisions and governance requirements. This is a full-time position. The work is sedentary and performed indoors, with no substantial exposure to adverse environmental conditions. The role is not eligible for sponsorship of non-immigrant or immigrant visa status through Wake Forest University. Final staff candidates are subject to background investigations and drug screens.

Requirements

Bachelor's degree and 5–7 years of progressive experience in compensation management, financial analysis, or human resources, or an equivalent combination of related education and experience.
Knowledge and understanding of federal employment regulations.
Ability to maintain confidentiality of sensitive HR information.
Ability to analyze complex information, define and solve problems, and collect, analyze, and report data for executive audiences.
Ability to communicate courteously and professionally.
High degree of attention to detail.
Efficient and effective decision-making ability.
Proficiency in Microsoft Office, including Word and Excel, HRIS, internet research, and other relevant software.
Professional demeanor.
Excellent interpersonal, communication, and time management skills.
Ability to organize workflow and coordinate activities.
Ability to maintain effective customer relations.
Ability to multitask and prioritize daily assignments and activities with minimal direction.
Strong critical thinking skills, decisive judgment, and ability to work with minimal supervision.
Ability to interpret and advise on the application of governmental and University policies and procedures.
Ability to work effectively with a broad range of constituencies in a diverse and inclusive community.

Nice To Haves

Experience in a higher education environment.
Experience analyzing base compensation data, performing market analysis, and conducting related research.
Prior experience using Workday.

Responsibilities

Collect, analyze, and interpret compensation, benefits, and workforce data from internal and external sources.
Develop compensation and benefits reports, dashboards, and presentations.
Ensure the accuracy, integrity, and confidentiality of compensation and benefits data.
Participate in annual compensation planning, budgeting, and forecasting.
Support the administration of employment agreements, compensation adjustments, retention programs, and benefits.
Manage and develop short- and long-term incentive programs.
Coordinate compensation-related activities with HR, Payroll, Finance, and external consultants.
Assist in evaluating and implementing compensation policies and programs.
Identify opportunities to improve compensation and benefits processes and reporting methodologies.
Conduct market analyses and benchmark executive compensation against peer institutions, higher education associations, and relevant labor markets, in partnership with the Executive Director.
Manage executive compensation timelines, calendars, and transactions.
Assist the Executive Director in evaluating base salary, incentive compensation, deferred compensation, supplemental retirement plans, and executive benefits programs.
Prepare compensation recommendations and supporting analyses for senior leadership review.
Develop compensation models and scenario analyses to support strategic decision-making.
Assist in evaluating and monitoring the performance of the external consulting partner.
Research emerging trends in compensation and benefits.
Provide analytical support for organizational needs and projects.
Contribute to compensation philosophy development and long-term workforce planning.
Provide project management support for total rewards initiatives.
Monitor compliance with federal, state, and regulatory requirements affecting executive compensation and benefits, including applicable IRS regulations for nonprofit organizations and higher education institutions.
Support annual executive compensation reviews and documentation processes.
Assist in preparing materials for compensation- and benefit-related meetings.
Maintain records and documentation supporting compensation decisions and governance requirements.