Senior Global Compensation & Analytics Manager

USP • Rockville, MD

3d

About The Position

The Senior Global Compensation & Analytics Manager is a dynamic and influential compensation professional with a creative mindset and strategic thinking abilities who will manage the organization's global compensation program through external trends, benchmarking, and best practices. This position will lead the planning, design and administration of global compensation program components and processes, including: market analysis, annual salary planning, annual end-to-end salary review process, variable pay program, and executive compensation. This role will drive data-driven decision-making through advanced compensation analytics, developing self-service reporting tools, dashboards, and insights that integrate data from multiple HR and compensation platforms. The position will leverage analytics to provide strategic compensation advice and actionable insights to leadership, including executive-level compensation matters and Board-level reporting. This role will collaborate with HRBPs, Talent Acquisition, HRIS, Finance, Legal, global HR team members and other internal stakeholders.

Requirements

• Minimum of 10 years in progressively responsible compensation experience demonstrating extensive knowledge of compensation principles, techniques and practices, including executive compensation program management.
• Proven experience in compensation analytics, workforce analytics, and HR data analytics with demonstrated ability to translate complex data into actionable insights for executive leadership.
• Expert-level proficiency in Excel, Power BI, Power Query, Macros, Visual Basic, Access, PowerPoint, SharePoint, and data visualization tools.
• Proficiency in HRIS and compensation platforms including Success Factors, Payfactors, MarketPay/PayScale, Workday reports, and UKG.
• A proven "doer" who has successfully delivered enterprise-level projects from ideation to production, including implementing compensation planning systems and self-service analytics tools.
• Demonstrated experience managing executive compensation programs, Board-level reporting, and regulatory compliance matters related to senior officer compensation.
• The ability to explain complex technical "whys" to non-technical stakeholders clearly and concisely.
• Bachelor's degree in Human Resources, Statistics, Data Analytics, or related field or equivalent combination of education and/or experience.
• Relevant certifications such as CCP (Certified Compensation Professional), CECP (Certified Executive Compensation Professional), or similar preferred.

Nice To Haves

• Knowledge of, and experience with, compensation principles and concepts, compensation analysis and consulting, including market pricing, compensation plan/structure design, job evaluation and grading, FLSA review.
• Experience implementing and managing compensation technology platforms such as Success Factors compensation modules, market pricing tools (Payfactors/MarketPay), and HRIS systems.
• Strong planning, project management, organizational and communication skills; able to multi-task.
• Attention to detail with high personal work standards.
• Excellent analytical capabilities, experience with large data sets and interfacing between HRIS applications, solid financial and compensation modeling skills and ability to communicate persuasively with business partners to resolve highly complex problems.
• Demonstrated ability to evaluate, design and recommend market competitive programs aligned to organization strategy.
• Advanced Excel skills with ability to quickly create and modify complex reports, spreadsheets and databases using advanced functions, Macros, and Visual Basic.
• Experience developing Power BI dashboards and reports with Power Query for ETL processes.
• Previous experience leveling positions for USAID, World Bank or other NGO hires strongly preferred.
• Experience with Board of Directors governance and executive compensation committee reporting.

Responsibilities

• Compensation Program Management
• Builds relationships and demonstrates ability to influence stakeholders of all levels on compensation matters.
• Partner closely with the Talent Acquisition to ensure sound, compelling and attractive offers are extended to secure top talent in this challenging market.
• Acts as subject matter expert on market data for HR partners globally.
• When delivering market data to HR leaders and partners, consults with the recipient of the data to help them understand the data and how to apply it to their business need.
• Leads and/or oversees the technical end of various compensation projects to review base pay, merit increases, pay adjustments and other compensation related topics.
• May include studies, surveys, presentations, impact analyses, modeling, costing, ad hoc data reporting, HRIS reviews and clean-up or other specialized data as needed.
• Leads and/or oversees the survey management process including survey selection, participation, results review.
• Responsible for project management of compensation programs, policies and processes.
• Creates, organizes, maintains and recommends improvements to job architecture/job family structure (globally).
• With direction, evaluates jobs for internal equity, external competitiveness and communicates evaluation results to appropriate people leaders.
• Conducts various annual pay reviews including producing metrics on percent in range, merit movement, position in range, payroll growth and other metrics and analyses as needed.
• Assists in the development of recommendations for new ranges and merit matrices as indicated by survey benchmarks.
• Compensation Analytics & Reporting
• Design, develop and implement self-service compensation reporting tools and dashboards using Power BI, integrating compensation data from multiple platforms (HRIS, compensation planning systems, market pricing tools) to provide a holistic view of all compensation areas.
• Leverage Power Query, Macros, and Visual Basic to build efficient ETL processes and automated workflows for compensation data management and reporting.
• Lead the development of dynamic HR and compensation reports using Workday reports, Power BI, Excel, and other analytics platforms, streamlining metrics and visualizations to support data-driven business decisions.
• Conduct advanced statistical analyses (including regression analysis) to identify drivers of key compensation trends, turnover patterns, and workforce metrics.
• Provide strategic compensation advice backed by data analytics and insights to HR Business Partners, leadership, and other stakeholders.
• Create compelling data visualizations and presentations for senior leadership and stakeholders using PowerPoint and other presentation tools.
• Identify processes, programs or capabilities that could benefit from automation or re-engineering.
• Executive Compensation
• Lead the annual compensation planning process for senior officers and executives, ensuring adherence to governance requirements, regulatory compliance, and approval authority protocols.
• Partner with Finance, Legal, and regulatory bodies (as applicable) to manage executive compensation matters and ensure compliance with all relevant regulations.
• Develop insightful materials and presentations for Board of Directors Compensation Committee, including proposals for new executive compensation programs, metric reports on program effectiveness, and rationale for individual compensation decisions.
• Provide strategic advice on executive compensation structures, incentive plans, and long-term compensation strategies aligned with organizational objectives.
• Manage the design and execution of executive incentive plans, including identification of KPIs, scorecard metrics, and tracking progress against established metrics.
• Compliance & Best Practices
• Keeps abreast of legislation, trends, advances and/or new technology and makes recommendations for changes and improvements.
• Maintains a working knowledge of federal and state legislation that may affect compensation policies.
• Participates in projects in support of strategic objectives and global reward initiatives, partnering with management and GPC Team to achieve results.
• Manage and maintain compensation data and documentation in SharePoint and other collaboration platforms.

Benefits

• USP provides the benefits to protect yourself and your family today and tomorrow.
• From company-paid time off and comprehensive healthcare options to retirement savings, you can have peace of mind that your personal and financial well-being is protected.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 501-1,000 employees