Sr. Compensation Analyst

Lattice Semiconductor • San Jose, CA

3d

About The Position

The Sr. Compensation Analyst is a specialized individual contributor in Lattice’s Global HR Operations function and serves as a subject matter expert in compensation programs, market benchmarking, job architecture, and equity administration. The role is responsible for supporting accurate, equitable pay programs and handling sensitive data with discretion. It partners with HR leadership, Finance, Legal, Payroll, and external survey and equity vendors, and requires independence, sound judgment, analytical rigor, and the ability to explain complex compensation topics clearly to employees and leaders.

The analyst supports compensation cycle administration, pay equity and transparency compliance, equity grant administration, employee and manager inquiries, prevailing wage and immigration-related compensation support, global compensation programs, vendor relationships, audits, compliance, and reporting. The role also produces recurring and ad hoc compensation analytics for HR and Finance leadership.

Requirements

• 3 to 6 years of progressive experience in compensation, total rewards, HR operations, or a closely related analytical role, with demonstrated depth in market pricing and compensation cycle administration.
• Hands-on experience with Workday as an HRIS, including compensation management, business process configuration, and reporting.
• Working knowledge of U.S. compensation regulations, including FLSA, the Equal Pay Act, Title VII, IRC Section 409A, and applicable state pay equity and pay transparency laws.
• Experience with equity plan administration, including familiarity with vesting schedules, ESPP mechanics, and equity data management.
• Demonstrated experience with compensation survey data and methodology, including job matching, data aging, percentile selection, and range construction.
• Strong analytical and data management skills, including advanced Excel proficiency with pivot tables, lookup functions, and data modeling for benchmarking, merit modeling, and audit work.
• Exceptional attention to detail and a high standard of data accuracy, particularly with sensitive compensation and equity information.
• Strong written and verbal communication skills, including the ability to explain complex compensation concepts clearly to employees at all levels.
• Proficiency with Microsoft Office, including Excel, Outlook, and Teams, as well as Zoom and SharePoint.
• Familiarity with and active use of AI productivity tools such as Claude, Microsoft Copilot, ChatGPT, or similar platforms to improve analytical output and operational efficiency.
• Demonstrated Multiplier behavior, including taking on scope beyond the defined role, acquiring new skills independently, and delivering results in complex or ambiguous situations.

Nice To Haves

• Experience in the semiconductor, hardware, or broader technology industry.
• Experience with equity management platforms such as Carta, Shareworks, or Equity Edge Online.
• Experience with survey platforms such as Radford/Aon, Mercer, or Pave, and with compensation planning tools.
• Exposure to global compensation across multiple countries or regions, including allowance-heavy or statutory-bonus markets.
• Experience supporting pay equity analyses or prevailing wage documentation.
• Certified Compensation Professional (CCP), Certified Equity Professional (CEP), GRP, PHR, SHRM-CP, or an equivalent certification.
• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field, or equivalent practical experience.

Responsibilities

• Support annual merit, promotion, mid-year, and off-cycle compensation review cycles, including data preparation, budget modeling, and scenario analysis.
• Build and maintain merit and bonus allocation models, documenting the formulas used.
• Assist in maintaining Workday compensation infrastructure, including salary structures, grade profiles, plan configuration, and cycle templates.
• Prepare and distribute compensation communications, including merit increase letters, job change notifications, and total rewards statements.
• Conduct recurring internal equity reviews and support pay equity analyses with Legal and HR leadership.
• Monitor and support compliance with state and local pay transparency and equal pay requirements, including accuracy of posted pay ranges.
• Maintain documentation supporting compensation decisions for audits and agency inquiries.
• Identify pay anomalies and compression issues and provide data-informed remediation recommendations to HR leadership.
• Support equity grant administration, including new-hire, refresh, and promotion grants, vesting schedule maintenance, and ESPP mechanics.
• Maintain accurate equity data across the equity management platform and Workday, and reconcile discrepancies.
• Respond to employee inquiries about vesting, exercise, tax treatment, and plan terms, escalating to Legal, Finance, or the equity vendor as appropriate.
• Support Finance equity reporting, including data used for stock-based compensation expense recognition.
• Serve as a Tier 2 contact for compensation questions through Workday Help, providing accurate, contextualized guidance.
• Coach HR Business Partners and managers on compensation philosophy, range positioning, and effective pay conversations.
• Escalate complex or sensitive cases to HR leadership and Legal with a clear summary of facts and recommended options.
• Assist with prevailing wage research and documentation by gathering publicly available data and maintaining compliance records.
• Partner with Legal and immigration counsel to ensure offered wages meet applicable prevailing wage thresholds for sponsored roles.
• Support compensation programs across multiple countries, partnering with local HR and payroll on local statutory requirements and market practice.
• Present compensation data in applicable local currencies and flag country-specific considerations for review by regional counsel.
• Maintain a clear separation between country-specific legal frameworks and avoid applying U.S. employment concepts to non-U.S. locations.
• Serve as the day-to-day contact for compensation survey providers, equity platform vendors, and consulting partners.
• Manage survey submissions, participation cycles, and license renewals.
• Review and reconcile vendor invoices, validate billing, and maintain an audit trail with Finance.
• Maintain a compensation compliance calendar covering filing deadlines, survey submissions, and regulatory obligations, and proactively flag risks.
• Support internal and external audits by preparing documentation, pulling Workday data, and coordinating stakeholder responses.
• Ensure compliance with applicable regulations, including FLSA exemption classifications, the Equal Pay Act, Title VII, state equal pay and pay transparency statutes, and IRC Section 409A.
• Produce recurring and ad hoc compensation analytics, including headcount and cost modeling, attrition and pay correlation, range penetration, and compa-ratio distributions, for HR and Finance leadership.

Benefits

• Comprehensive, competitive benefits package which may include healthcare and retirement plans, paid time off, and more.
• The role may be eligible for variable or incentive compensation and/or equity.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed