Sr. Analyst, Compensation

Inmar Intelligence•Rogers, NC

About The Position

Summary: The Senior Compensation Analyst plays a key role in the design, implementation, and administration of Inmar’s compensation programs to ensure they are competitive, equitable, and aligned with our Total Rewards philosophy and business strategy. This position provides analytical and consultative support to HR Business Partners and leaders across the organization to support informed, data-based decisions related to pay. The successful candidate will demonstrate analytical capabilities, business acumen, and the ability to work collaboratively in a dynamic and evolving environment. Location: This role is available in Winston-Salem, NC or Rogers, AR (NWA area) Primary Accountabilities: Strategic and Analytical Responsibilities Conduct complex data analyses and modeling to evaluate compensation design alternatives and support compensation recommendations that align with business goals. Perform job evaluations in partnership with HR Business Partners to ensure internal equity and consistency across the enterprise. Understand and apply Fair Labor Standards Act (FLSA) regulations with regard to the job evaluation process. Benchmark jobs against market data, interpret survey results, and recommend appropriate salary ranges, structures, or changes in pay programs or policies. Develop, maintain, and evolve global salary structures and job architecture to support Inmar’s growing business needs. Collaborate with HR Technology to enhance automation and accuracy in compensation processes. Perform analyses of jobs, wages, salaries, and incentives to assess internal equity, external competitiveness, and compliance with applicable laws and regulations. Ensure data accuracy and integrity within HR systems across all pay-related processes. Support annual compensation cycles, including merit, bonus, and incentive plan administration, ensuring accuracy and effective execution. Develop reports, dashboards, and presentations for Total Rewards and senior leadership that summarize key compensation insights and recommendations. Consultation and Partnership Provide day-to-day support and advice to HR Business Partners and Talent Acquisition on compensation policies, job offers, promotions, and pay adjustments., resolving queries and issues and enabling others to take appropriate actions. Develop educational materials, tools, and necessary training modules to increase HRBPs and management understanding of existing Compensation programs and practices. Partner with Finance and HR leadership on budgeting and forecasting for compensation-related expenses. Participate in salary surveys, data submissions, and compensation studies to maintain a competitive market position. Communicate compensation programs and policies effectively to HR and business leaders, ensuring understanding and alignment across teams. Project and Process Leadership Contribute to compensation-related projects, audits,, total rewards program design, and process transformation initiatives. Contribute to compensation-related projects, audits, and compliance initiatives. Identify opportunities to streamline compensation processes and implement improvements through automation, standardization, and analytics. Support compensation-related technology transformation and continuous process optimization.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, or related field required.
Minimum 5 years of progressive compensation or related experience in a corporate, finance or consulting environment.
Advanced proficiency in Excel (modeling, pivot tables, VLOOKUPs, etc.) and strong data analysis skills.
Demonstrated ability to interpret and apply FLSA and other wage and hour regulations .
Exceptional analytical, problem-solving, and communication skills; able to present findings and recommendations clearly to senior audiences.
Strong attention to detail and commitment to data accuracy.
Ability to work independently, manage multiple priorities, and deliver high-quality work within deadlines
Candidates must have authorization to work in the U.S. without the need for employer sponsorship now or in the future.

Nice To Haves

Experience with Workday or other HRIS systems and compensation tools (e.g., BetterComp, WTW, Mercer ) preferred.
CCP certification preferred; commitment to ongoing compensation professional development

Responsibilities

Conduct complex data analyses and modeling to evaluate compensation design alternatives and support compensation recommendations that align with business goals.
Perform job evaluations in partnership with HR Business Partners to ensure internal equity and consistency across the enterprise.
Understand and apply Fair Labor Standards Act (FLSA) regulations with regard to the job evaluation process.
Benchmark jobs against market data, interpret survey results, and recommend appropriate salary ranges, structures, or changes in pay programs or policies.
Develop, maintain, and evolve global salary structures and job architecture to support Inmar’s growing business needs.
Collaborate with HR Technology to enhance automation and accuracy in compensation processes.
Perform analyses of jobs, wages, salaries, and incentives to assess internal equity, external competitiveness, and compliance with applicable laws and regulations.
Ensure data accuracy and integrity within HR systems across all pay-related processes.
Support annual compensation cycles, including merit, bonus, and incentive plan administration, ensuring accuracy and effective execution.
Develop reports, dashboards, and presentations for Total Rewards and senior leadership that summarize key compensation insights and recommendations.
Provide day-to-day support and advice to HR Business Partners and Talent Acquisition on compensation policies, job offers, promotions, and pay adjustments., resolving queries and issues and enabling others to take appropriate actions.
Develop educational materials, tools, and necessary training modules to increase HRBPs and management understanding of existing Compensation programs and practices.
Partner with Finance and HR leadership on budgeting and forecasting for compensation-related expenses.
Participate in salary surveys, data submissions, and compensation studies to maintain a competitive market position.
Communicate compensation programs and policies effectively to HR and business leaders, ensuring understanding and alignment across teams.
Contribute to compensation-related projects, audits,, total rewards program design, and process transformation initiatives.
Contribute to compensation-related projects, audits, and compliance initiatives.
Identify opportunities to streamline compensation processes and implement improvements through automation, standardization, and analytics.
Support compensation-related technology transformation and continuous process optimization.

Benefits

Medical, Dental, and Vision insurance
Basic and Supplemental Life Insurance options
401(k) retirement plans with company match
Health Spending Accounts (HSA/FSA)
Flexible time off and 11 paid holidays
Family-building benefits, including Maternity, Adoption, and Parental Leave
Tuition Reimbursement and certification support, reflecting our commitment to lifelong learning
Wellness and Mental Health counseling services
Concierge and work/life support resources
Adoption Assistance Reimbursement
Perks and discount programs