Sr. Compensation HR Analyst

Altium Packaging•Atlanta, GA

About The Position

The Sr. Compensation HR Analyst is a key contributor to the design, governance, and execution of the company’s compensation programs and reports to the Director, HR Programs. This role leads annual compensation cycles, provides expert guidance on pay decisions, and ensures market competitiveness through robust pricing and job architecture practices. The position also serves as a Workday compensation and data governance expert, maintaining accurate job and pay structures while strengthening controls and compliance. Partnering closely with HR Business Partners and business leaders, the Sr. Compensation HR Analyst delivers data‑driven insights, mitigates risk, and supports equitable, consistent compensation practices across the organization.

Requirements

5 to 7+ years of progressive experience in compensation, including market pricing, job architecture, and administration of annual compensation programs.
Strong Workday experience, including compensation dashboards, job profile maintenance, audits, and data governance (as reflected in your current team’s workflow).
Demonstrated ability to manage complex compensation cycles with precision and attention to detail.
High level of organization and ability to manage multiple priorities in a fast‑paced environment.
Advanced analytical skills with the ability to interpret data, identify trends, and translate insights into recommendations.
Excellent communication and stakeholder‑management skills.

Nice To Haves

Experience in a multi‑site manufacturing or corporate HR environment.
Familiarity with compensation governance frameworks and risk‑mitigation practices.
Expertise with survey providers such as Radford and Culpepper

Responsibilities

Lead and execute annual compensation cycles (Merit and MIP), including eligibility, validations, audits, testing, and post‑cycle support.
Provide compensation guidance to HR Business Partners and leaders, including recommendations for offers, promotions, adjustments, re‑leveling, and risk mitigation
Develop and maintain compensation policies, governance practices, and decision‑making frameworks to ensure consistency and compliance
Maintain and update Workday compensation dashboards, audit tools, job profile data, and compensation codes.
Ensure the accuracy of job profiles, compensation grades, and job architecture alignment across the system.
Strengthen compensation data governance, including access controls, role‑based visibility, and compliance with need‑to‑know protocols.
Lead market pricing initiatives using survey tools (e.g., Radford and Culpepper) and manage annual survey submissions.
Partner with HRBPs to ensure appropriate leveling and market alignment across roles.
Support job description and job profile standardization efforts, ensuring consistency in structure and compensation alignment
Serve as a subject‑matter expert for compensation inquiries, providing timely and accurate guidance to HR and business leaders.
Manage and respond to Compensation ServiceDesk requests and ad‑hoc analyzes.
Reasonable mandatory overtime may be required due to business needs.