Sr Compensation Analyst

Aspen Technology•Bedford, TX

23h

About The Position

The driving force behind our success has always been the people of AspenTech. What drives us, is our aspiration, our desire and ambition to keep pushing the envelope, overcoming any hurdle, challenging the status quo to continually find a better way. You will experience these qualities of passion, pride and aspiration in many ways — from a rich set of career development programs to support of community service projects to social events that foster fun and relationship building across our global community. The Role The Senior Compensation Analyst is a key member of the Total Rewards team for AspenTech, a business unit of Emerson, focusing on job evaluation using market pricing, mapping internal jobs to PayFactors, and making salary range midpoint recommendations. The role involves managing global salary structures, creating and updating job profiles, analyzing market data, and supporting the annual compensation cycle. This position partners closely with Global HRBPs, regional HR teams, FP&A, Legal, and the Emerson compensation team to ensure alignment, consistency, and competitive, equitable, and compliant compensation practices worldwide. Alignment with Emerson guidelines ensures consistency across business units, maintains fairness, and supports strategic business objectives. The role may also be pulled to work on special projects or ad-hoc requests in support of the Total Rewards strategy and operates in a fast-paced, dynamic environment.

Requirements

Bachelor’s degree in Human Resources, Finance, Business Administration, or related field.
5–8 years in global compensation, with a focus on job evaluation, market pricing, and salary structure management.
Hands-on experience with PayFactors and Workday HCM (Advanced Comp modules preferred).
Strong experience in building and analyzing compensation data, including Excel (advanced formulas, pivot tables, VLOOKUP), Power BI, and other analytics tools.
Experience partnering with HRBPs, business leaders, FP&A, Legal, and cross-functional teams to support compensation strategy, including equity and stock-based programs, and job design.
Strong analytical, problem-solving, and attention to detail skills.
Ability to manage multiple projects and meet deadlines in a fast-paced, global environment.
Excellent communication skills, capable of presenting insights, recommendations, and rationale to HRBPs, HRLT, and other stakeholders.
Knowledge of global compensation practices, regulatory considerations, and equity principles.
Collaborative, customer-focused, and able to influence across a matrixed organization.

Nice To Haves

Experience with equity and stock-based compensation programs is preferred.
Knowledge of Oracle Fusion HCM and Power BI is a plus.
Certified Compensation Professional (CCP) or equivalent.

Responsibilities

Job Evaluation & Market Pricing: Conduct market pricing analyses to benchmark internal roles against external market data.
Map internal jobs to PayFactors based on job descriptions and closest matches.
Make salary range midpoint recommendations supported by factual data and rationale, ready to present to HRBPs or HR Leadership Team (HRLT).
Partner with HRBPs and/or HRIS to create or update job profiles, ensuring equitable positioning across the organization.
Global Salary Structures & Compensation Programs: Maintain and update global salary ranges, ensuring alignment with market trends, business strategy, and Emerson guidelines.
Monitor annual market data and prepare projections for salary structure movement and salary budgets, ensuring alignment with Emerson guidelines to support the annual compensation cycle.
Build and maintain models to run projections on salary structures and annual compensation budgets, working closely with FP&A to ensure alignment with financial forecasts and organizational priorities.
Ensure data integrity in Workday, PayFactors, and other HR systems to support accurate compensation decisions.
Data Analytics & Reporting: Pull, clean, and analyze compensation data using Workday, Excel, and PayFactors.
Conduct internal equity and pay compression analyses to identify, address, and prevent potential disparities across roles, levels, and geographies.
Provide actionable insights and recommendations that balance market competitiveness, internal equity, and budget alignment.
Annual Compensation Cycle Support: Participate in the annual salary review process, providing analysis, recommendations, and budget projections.
Support global merit, bonus, and equity processes, ensuring fair and accurate implementation.
Partner with HRBPs to identify potential new job profiles and ensure equitable placement and alignment within existing salary structures.
Presentations & Stakeholder Engagement: Prepare and present compensation updates, recommendations, and rationale to HRBPs, HRLT, FP&A, and other stakeholders.
Engage with FP&A to communicate projected costs, scenarios, and alignment with budgets.
Collaborate with Legal teams to ensure compliance with local regulations, policies, and employment laws.
Work closely with the Emerson compensation team to ensure alignment, consistency, and fair application of compensation practices across business units.
Process & System Management: Maintain integrity of compensation-related HR data and system configurations.
Manage PayFactors platform setup, reporting, and maintenance for efficient compensation analysis.
Participate in industry surveys and maintain survey data for annual benchmarking.
Advisory & Collaboration: Provide functional compensation expertise and guidance to HRBPs, line managers, Total Rewards teams, FP&A, and Legal.
Act as a subject matter expert on international compensation practices (APAC, MEA, EMEA) and equity considerations.
Contribute to compensation-related projects and continuous process improvements, ensuring alignment with equity, market competitiveness, and business priorities.