Sr Analyst Compensation - Madison, NJ/NYC

Anywhere•Madison, NJ

6d•$90,000 - $110,000•Hybrid

About The Position

The Senior Analyst, Compensation delivers strategic consultation and end-to-end analytical support across global compensation programs. Merging base pay governance with incentive compensation administration, this role supports market pricing, job architecture maintenance, variable pay execution, and data-driven rewards modeling. Working closely with HR Business Partners, Finance, and leadership, you will translate complex compensation analytics into actionable insights that drive business strategy, maintain market competitiveness, and ensure regulatory compliance.

Requirements

4–6+ years of dedicated compensation experience combining base pay analysis and incentive/variable pay administration.
Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field preferred; Certified Compensation Professional (CCP) designation is a plus.
Advanced skills in Microsoft Excel/Google Sheets (complex formulas, modeling, pivot tables) and HRIS/Payroll systems; proven ability to synthesize large, complex data sets into executive-ready insights.
Deep understanding of total rewards principles, global compensation strategies, and labor regulations (FLSA, Equal Pay Act, state payday laws).
Excellent written and verbal communication skills, strong project management capability in fast-paced environments, and a self-starter mindset.

Nice To Haves

Certified Compensation Professional (CCP) designation is a plus.

Responsibilities

Evaluate, price, and level job roles across multiple business units; maintain enterprise Job Architecture and salary band structures.
Support external benchmarking efforts, participate in salary surveys, and analyze market trends to ensure competitive pay positioning.
Conduct internal equity analyses and consult with HR Business Partners and business leaders on offer recommendations, promotions, and retention packages.
Administer incentive pay processes, including document drafting, eligibility management, payout calculations, and file consolidation.
Audit payments for plan compliance, policy rules, guaranteed terms, and state payday laws prior to payroll submission.
Serve as the primary point of contact and first escalation level for pay discrepancies, calculation inquiries, and manual check requests.
Play a core role in the annual compensation planning cycle (merit, short-term incentives, and performance rewards).
Structure, analyze, and present complex compensation datasets to help leadership make informed pay decisions.
Partner with Finance to model variable incentive metrics and evaluate program effectiveness across diverse business lines.
Drive process improvements, compensation reporting automation, and data analytics initiatives.