Talent Operations & Compensation Analyst

Filevine•Salt Lake City, UT

4d•Onsite

About The Position

Filevine is a Legal AI company delivering Legal Operating Intelligence for the future of legal work. Grounded in a singular system of truth, Filevine brings together data, documents, workflows, and teams into one unified platformâwhere modern legal work happens with clarity and consistency. Powered by LOIS, the Legal Operating Intelligence System, Filevine connects context across every matter to transform legal operations from reactive to proactive. LOIS reads, understands, and reasons across your data to surface insight, automate complexity, and give professionals the clarity and confidence to see more, know more, and do more. Fueled by a team of exceptional collaborators and innovators, Filevineâs rapid growth has earned AI awards and recognition from Deloitte and Inc. as one of the most innovative and fastest-growing technology companies in the country. Role Summary: The Talent Operations & Compensation Analyst is a senior individual contributor who owns the operational and analytical backbone of Filevineâs talent function. This role goes beyond coordinationâit requires strategic thinking, data fluency, and the ability to synthesize compensation market data into actionable recommendations for leadership. You will independently manage recruiting operations, compensation benchmarking, headcount planning support, and onboarding execution while serving as a critical partner to HR, Finance, and executive stakeholders. As Filevine scales, this role ensures hiring moves quickly and that our compensation programs remain competitive, fair, and well-understood across the organization.

Requirements

4+ years of experience in recruiting operations, HR analytics, or a related field
Demonstrated experience working with compensation dataâbenchmarking, band-building, or market analysis
Strong analytical skills with the ability to work in Excel/Google Sheets and translate data into insights and recommendations
Excellent written and verbal communication skills; able to present compensation findings clearly to non-technical stakeholders
High attention to detail and commitment to data accuracy
Familiarity with ATS systems (Lever strongly preferred) and HRIS platforms (Paylocity a plus)
Proactive, solutions-oriented mindset with strong judgment and a desire to grow in People Operations or Total Rewards

Nice To Haves

Experience with compensation survey tools or databases (Radford, Mercer, Levels.fyi, Glassdoor, or similar) preferred
Tech or SaaS experience preferred

Responsibilities

Process Optimization: Serve as a strategic partner to leadership to audit workflows, identify friction points, and implement end-to-end improvements in hiring velocity.
Systems Management: Administer and optimize recruiting tech stacks (ATS, CRM, and automation tools), specifically managing Lever and LinkedIn Recruiter.
Reporting & Analytics: Build and maintain data frameworks to provide real-time visibility into pipeline health, team performance, and recruitment metrics.
Standardization: Create and document Standard Operating Procedures (SOPs) for recruiting, onboarding, and cross-functional handoffs.
Market Benchmarking: Conduct ongoing compensation analysis using tools like Radford and PAVE to maintain competitive salary bands and equity offerings.
Financial Partnership: Collaborate with Finance on headcount planning, budget tracking, requisition management, and ROI forecasting for talent spend.
Offer Strategy: Advise on offer construction and counter-offer strategies, ensuring alignment between candidate expectations and internal compensation philosophy.
Onboarding Execution: Own the post-offer lifecycle from acceptance to Day 1, managing Paylocity (HRIS) integration, background checks, and stakeholder communication.
Candidate Advocacy: Act as the primary point of contact for candidates, ensuring a high-touch, professional experience through interview coordination and proactive feedback loops.
Stakeholder Management: Partner with hiring managers to unblock interview loops, refine feedback, and improve the overall efficiency of the selection process.
Specialized Sourcing: Independently identify and engage top talent for hard-to-fill or technical roles using advanced sourcing techniques and digital tools.