Total Rewards Analyst III

Hanger, Inc.

11d • Remote

About The Position

The Compensation Analyst III - Remote provides hands-on analytical and consultative support for Hanger’s compensation programs. This role partners closely with HR Business Partners, Finance, and business leaders to deliver market-aligned, compliant, and operationally sound pay practices. The position plays a critical role in translating compensation strategy into practical guidance, tools, and decisions that support hiring, retention, and performance outcomes.

Requirements

• Bachelor’s degree in Business Administration, Human Resources, Finance, or a related field
• Minimum of 7 years of experience in compensation
• Experience working with HRIS and compensation systems (e.g., Oracle, ADP, SAP, Workday)
• Exposure to commission, incentive, or variable pay programs
• Strong analytical skills with the ability to translate data into clear, actionable compensation guidance
• Demonstrated ability to build effective partnerships with HR, Finance, and business leaders
• High attention to detail with a strong focus on accuracy, controls, and process discipline
• Advanced Excel skills and strong proficiency in Word and PowerPoint
• Ability to clearly explain compensation concepts to non-technical audiences
• Comfortable working independently in a fast‑paced environment while managing multiple priorities
• Professional, service‑oriented approach with strong problem‑solving skills
• Act with integrity in all ways and at all times, remaining honest, transparent, and respectful in all relationships.
• Keep the patient at the center of everything that you do, building lifelong trust.
• Foster open collaboration and constructive dialogue with everyone around you.
• Continuously innovate new solutions, influencing and responding to change.
• Focus on superior outcomes, and calibrate work processes for outstanding results.

Responsibilities

• Serve as a trusted compensation partner to HR Business Partners and business leaders by providing guidance on starting pay, promotions, lateral moves, pay adjustments, merit increases, geographic differentials, commission plans, and recruitment and retention incentives.
• Apply consistent compensation philosophy and policy guidance while balancing market data, internal equity, and business context.
• Support leader and HRBP understanding of compensation decisions by clearly explaining rationale, constraints, and risk considerations.
• Partner with HR Business Partners and leaders to create, review, and maintain job descriptions by validating key responsibilities, required knowledge, skills, experience, and education.
• Evaluate roles to determine appropriate salary ranges, job levels, FLSA classification, and eligibility for incentive or commission programs.
• Maintain the job description and job architecture database to ensure accuracy, consistency, and audit readiness.
• Support ongoing market benchmarking activities by participating in salary surveys, analyzing market data, and evaluating competitiveness across roles, locations, and job families.
• Assist with updates to salary ranges, geographic differentials, and bonus target structures based on market movement and internal alignment.
• Contribute to the annual review of compensation programs to ensure they remain competitive, compliant, and aligned with business needs.
• Support annual merit and bonus cycles by preparing, validating, and consolidating department- and leader-specific workbooks used to allocate merit and incentive pools.
• Partner closely with Finance and Accounting to ensure accurate funding, calculations, approvals, and payment processing for merit and bonus programs.
• Perform data validation and reconciliation to ensure compensation outputs are complete, accurate, and defensible.
• Support the commission and incentive payment process to ensure accuracy, documentation completeness, and compliance with plan terms and legal requirements.
• Collaborate with internal stakeholders to gather inputs, validate calculations, and resolve discrepancies related to commissions, bonuses, and special payments.
• Produce and review compensation-related analyses and reports (e.g., top producers, incentive payouts, workforce pay analytics) to support business insights and leadership requests.
• Monitor and review federal, state, and local wage and hour legislation and pay-related requirements to support compliant compensation practices.
• Support Sarbanes‑Oxley (SOX) compliance by maintaining documentation, executing controlled processes, and updating compensation procedures as needed.
• Assist in responding to audits, data requests, and compensation-related reviews with accurate and well-documented analyses.

Benefits

• annual bonus: up to 8% of base pay depending on bonus criteria

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level