Sr. Compensation Analyst

TDECU•Houston, TX

About The Position

Senior Compensation Analyst The Senior Compensation Analyst serves as a strategic advisor and technical expert in compensation and total rewards, delivering advanced analytics, market intelligence, and program design to support enterprise talent strategy. This role translates complex data into actionable insights, shapes compensation frameworks, and drives initiatives that ensure competitive positioning, internal equity, and alignment with business objectives.

Requirements

Bachelor’s degree in Human Resources, Finance, Business, or related field required
5+ years of progressive compensation experience, with demonstrated impact in program design and analytics
Advanced analytical capability, including strong proficiency in Excel and data modeling; experience with HRIS and analytics tools preferred
Deep understanding of compensation principles, job architecture, and incentive design
Strong business acumen with the ability to connect compensation strategy to enterprise outcomes
Executive-level communication skills with the ability to influence and advise senior stakeholders
High attention to detail with the ability to operate both strategically and tactically
Proven ability to manage multiple priorities in a fast-paced environment
Collaborative, consultative approach with strong stakeholder partnership skills
Self-directed, resourceful, and solutions-oriented

Nice To Haves

Master’s degree (MBA or related) preferred
Certified Compensation Professional (CCP) strongly preferred
Experience with Executive Compensation
Experience in Financial Services or similarly regulated industries preferred

Responsibilities

Lead advanced compensation research, benchmarking, and labor market analysis to inform pay positioning, workforce planning, and total rewards strategy; provide data-driven recommendations aligned with organizational philosophy and financial objectives
Serve as a subject matter expert in job architecture, including job evaluation, leveling, and FLSA determinations to support scalable workforce design
Own and optimize the end-to-end compensation cycle, including planning, modeling, auditing, governance, and executive-level reporting
Design and enhance compensation programs, including base pay structures, short- and long-term incentive plans, and recognition frameworks
Evaluate program effectiveness using analytics, modeling the impact of compensation decisions on retention, engagement, performance, and cost
Partner with senior leaders to align compensation strategies with enterprise priorities and regulatory requirements
Develop executive-ready insights, dashboards, and presentations that translate complex data into clear, actionable recommendations
Leverage multiple data sources to analyze workforce trends, identify risks and opportunities, and inform strategic decision-making
Lead cross-functional projects from ideation through execution, including roadmap development, stakeholder alignment, and change management
Drive continuous improvement by incorporating best practices, market trends, and innovative analytics into compensation design and delivery