Senior Global Compensation Analyst

Albany International Corp.•Portsmouth, NH

5h•Onsite

About The Position

The Senior Global Compensation Analyst plays a pivotal role in designing, implementing, and maintaining compensation programs for Albany with an international footprint. This role ensures that the company’s compensation strategies are competitive, equitable, and compliant with regulatory standards in all the regions where the company operates. The Senior Global Compensation Analyst works closely with HR, finance, and business leaders to support talent strategies and organizational goals. They will manage and analyze compensation data across multiple geographies, assess market trends, and help develop global compensation structures that attract, motivate, and retain top talent. By leveraging analytical expertise and a deep understanding of international labor markets, this role ensures the organization’s pay practices are both competitive, compliant and aligned with business objectives.

Requirements

Analytical Skills: Demonstrated ability to analyze large data sets, identify trends, and draw actionable insights. Advanced proficiency in Excel and compensation analytics tools is expected.
Attention to Detail: High level of accuracy and thoroughness in handling sensitive compensation data and maintaining confidential information.
Global Mindset: Deep understanding of cultural and regional compensation differences, labor markets, and the ability to adapt to diverse business environments.
Communication Skills: Strong verbal and written communication skills, with the ability to explain complex compensation concepts to various audiences, including non-technical stakeholders.
Project Management: Experience managing or supporting multiple compensation projects simultaneously, meeting deadlines, and driving results in a dynamic environment.
Collaboration: Ability to work effectively as a team member in a global, matrixed organization, building relationships across functions and geographies.
Problem-Solving: Proactive approach to identifying issues, evaluating solutions, and implementing improvements within compensation programs and processes.
Technological Proficiency: Familiarity with HRIS (Human Resources Information Systems), compensation management systems, and data visualization tools.
Integrity and Discretion: Handles sensitive and confidential information with the highest standards of ethics and professionalism.
Curiosity and Initiative: Demonstrates a willingness to learn, adapt, and innovate in a fast-changing global landscape.
Customer Orientation: Dedicated to delivering high-quality service to internal stakeholders and partners.
Organizational Savvy: Comfortable navigating complex organizational structures and working with stakeholders across all levels.
Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field is required
7+ years of experience in compensation analysis, preferably with exposure to global or multinational organizations.

Nice To Haves

Master’s degree or MBA is preferred.
Professional certifications such as Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) are highly desirable.
Experience in managing compensation data and market analysis across different regions (Americas, EMEA, APAC, etc.) and with a defense contractor is a strong advantage.

Responsibilities

Market Analysis and Benchmarking: Conduct comprehensive compensation surveys and market pricing analyses for jobs in various global locations. Assess market competitiveness by benchmarking against peer organizations and industry standards.
Data Management: Collect, maintain, and analyze internal and external compensation data. Ensure the integrity and accuracy of compensation databases and tools.
Global Compensation Program Design: Assist in the development, implementation, and administration of global compensation programs, including base salary, incentives, bonuses, equity, and expatriate packages.
Compliance and Regulatory Support: Ensure the organization’s compensation practices comply with regional laws and regulations, including tax implications, pay equity, and transparency requirements.
Job Evaluation and Classification: Perform job analysis and evaluation to support the creation and maintenance of global job architectures and leveling frameworks.
Compensation Planning and Budgeting: Partner with HR, finance, and business units to support annual compensation planning cycles, salary reviews, and the allocation of merit increases, bonuses, and other rewards.
Reporting and Analytics: Develop and deliver compensation reports, dashboards, and analytics to inform decision-making and support executive leadership.
Stakeholder Collaboration: Collaborate with Global HR Business Partners, Talent Acquisition, and business leaders to address compensation-related queries and ensure alignment with talent strategies.
Manage executive compensation programs, including salary, bonuses, and equity awards.
Support Board of Directors and Compensation Committee meetings.
Continuous Improvement: Stay informed about trends, emerging practices, and new technologies in compensation. Recommend process improvements to enhance the effectiveness and scalability of compensation programs.
Communication and Training: Prepare clear and concise communications and training materials to explain compensation policies, processes, and changes to HR teams and business partners globally.