Total Rewards Analyst

Straumann • Andover, MA

2d • $120,000 - $130,000 • Onsite

About The Position

The Total Rewards Analyst supports the design, analysis, communication, and continuous improvement of the organization’s compensation and employee benefits programs. Combining strong analytical capability with business understanding, the role leverages market data, employee insights, HR technology, and benchmarking to generate actionable Total Rewards recommendations that help leaders address key talent and workforce challenges. Working closely with teams across Human Resources, Finance, business leaders, and external partners, the Total Rewards Analyst contributes to competitive pay, effective program administration, regulatory compliance, data governance, and a responsive employee support.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Statistics, Data Analytics, or a related field, or an equivalent combination of education and relevant experience.
• Three to five years of progressively responsible experience in compensation, benefits, Total Rewards, HR analytics, or a related analytical role.
• Experience conducting market pricing, compensation analysis, benchmarking, job evaluation (Mercer exposure as a plus), or salary-structure analysis.
• Working knowledge of employee benefits programs and benefit-administration processes.
• Strong quantitative, analytical, and problem-solving skills, including the ability to identify patterns, evaluate alternatives, and develop recommendations.
• Advanced proficiency in Microsoft Excel, including pivot tables, lookup functions, conditional formulas, data validation, and analytical modeling.
• Experience working with enterprise HRIS, compensation-management, or benefits-administration systems.
• Ability to interpret complex information and communicate findings clearly to both technical and nontechnical audiences.
• Strong organizational and project-management skills, with the ability to manage multiple priorities and recurring deadlines.
• Demonstrated discretion when handling confidential employee and compensation information.

Nice To Haves

• Experience with SAP SuccessFactors, or a comparable enterprise HR platform.
• Experience with Power BI or similar data preparation and visualization tools.
• Experience supporting annual compensation planning, pay-equity analysis, benefit renewals, or open enrollment.
• Familiarity with AI-enabled analytical tools, workflow automation, and responsible use of generative AI in HR processes.
• Experience with compensation modeling, workforce forecasting, incentive analysis, or predictive analytics.
• Experience transitioning from an analytical, financial, market research, or business intelligence role into Compensation & Benefits or Total Rewards would be an asset.
• Professional certification such as Certified Compensation Professional, Certified Benefits Professional, Certified Employee Benefit Specialist, SHRM-CP, SHRM-SCP, PHR, or SPHR.

Responsibilities

• Conduct market pricing and competitive benchmarking using compensation surveys, labor-market data, internal workforce information, and other relevant market resources.
• Perform job evaluations and support the maintenance of job architecture, career levels, salary structures, geographic differentials, job codes, and compensation guidelines.
• Support the localization of global pay architecture frameworks, salary structures, and compensation guidelines to ensure market competitiveness, regulatory compliance, and organizational consistency.
• Analyze internal equity, pay compression, salary progression, market position, and other compensation trends to identify risks and recommend appropriate actions.
• Support annual and off-cycle compensation processes, including merit increases, promotions, market adjustments, incentive awards, and salary-structure updates.
• Develop compensation models, budget forecasts, and scenario analyses to support workforce planning and compensation decision-making.
• Review proposed pay actions for consistency with compensation philosophy, internal equity, market competitiveness, and approved guidelines.
• Partner with Talent Acquisition and HR Business Partners to provide market data and compensation guidance for new hires, promotions, transfers, and retention situations.
• Support the design, implementation, and evaluation of base-pay, incentive, recognition, and other compensation programs.
• Prepare decision-ready compensation reports, dashboards, presentations, and recommendations for HR and business leadership.
• Support the administration and ongoing evaluation of health, dental, vision, retirement, wellness, leave, and other employee benefit programs.
• Analyze enrollment, participation, utilization, demographic trends, claims experience, plan costs, and employee feedback to evaluate program effectiveness.
• Develop reports and insights that identify benefit-plan risks, cost drivers, service issues, and opportunities for program improvement.
• Support annual benefit renewals, open enrollment, plan changes, implementation activities, and employee communications.
• Coordinate with benefit brokers, consultants, carriers, and vendors to support accurate and effective program delivery.
• Monitor vendor service levels, data quality, issue resolution, and contractual performance.
• Review eligibility, enrollment, billing, and vendor data to identify discrepancies and ensure accurate benefit administration.
• Serve as an escalation resource for complex employee benefit questions and coordinate resolution with internal teams and external partners.
• Assist in developing clear, accessible Total Rewards communications that improve employee understanding and use of available programs.
• Use enterprise HR systems, compensation platforms, business-intelligence tools, and advanced spreadsheet capabilities to analyze compensation, benefits, and workforce data.
• Develop and maintain dashboards, scorecards, and key performance indicators measuring program competitiveness, cost, utilization, equity, and effectiveness.
• Automate recurring reports, audits, and analytical workflows to improve accuracy, efficiency, and access to information.
• Apply AI responsibly and ethically, ensuring use cases align with data privacy, confidentiality, governance requirements, and organizational policies.
• Demonstrate curiosity by questioning data sources, methodologies, and apparent results to ensure conclusions are accurate, credible, and actionable.
• Maintain the integrity of foundational HR data, including job architecture elements within systems such as SAP SuccessFactors, or comparable HRIS platforms.
• Conduct regular data audits, reconciliations, and quality reviews to ensure information is complete, accurate, and consistent across systems.
• Document analytical methodologies, assumptions, data definitions, procedures, and controls to support repeatability and data governance.
• Identify opportunities to improve Total Rewards processes through automation, system enhancements, self-service reporting, and emerging HR technologies.
• Demonstrate analytical curiosity and sound judgment by validating underlying data, questioning assumptions, investigating anomalies, and ensuring the ethical and appropriate use of AI and sensitive workforce information in accordance with data governance standards.
• Support compliance with applicable compensation and benefits laws and regulations, including FLSA, ERISA, ACA, COBRA, HIPAA, equal-pay requirements, and pay-transparency obligations.
• Assist with regulatory reporting, plan audits, internal controls, required notices, filings, and documentation.
• Audit compensation transactions and benefit records for alignment with company policies, approval requirements, and established program guidelines.
• Maintain appropriate confidentiality and safeguards for sensitive employee, compensation, benefits, and health-related information.
• Partner with HR Operations, Payroll, Employer Relations, Finance, and external advisors to address compliance questions and implement required changes.
• Support the development and maintenance of compensation and benefits policies, procedures, process documentation, and governance standards.
• Serve as an analytical resource and internal consultant to HR Business Partners, Talent Acquisition, Finance, and business leaders.
• Translate complex compensation, benefits, and workforce information into clear business insights and actionable recommendations.
• Provide analytical support for organizational changes, workforce planning, restructuring, job design, retention initiatives, and other business priorities.
• Partner with Finance on compensation budgets, benefit-cost forecasts, workforce assumptions, and financial-impact analyses.
• Present findings and recommendations to HR leadership and other stakeholders through concise reports, visualizations, and presentations.
• Monitor external market practices, regulatory developments, workforce trends, and emerging Total Rewards strategies.
• Support special projects such as pay-equity reviews, benefit-plan evaluations, job-architecture initiatives, mergers and acquisitions, or HR technology implementations.

Benefits

• Very Competitive total compensation plans (some positions include discretionary bonus, or Performance Share Units).
• A 401(K) plan to help you plan for your future with an employer match
• Great health, dental and vision insurance packages to fit your needs to ensure you’re happy and healthy. Straumann contributes a healthy portion towards employees’ premium.
• Generous PTO allowance - plenty of time to recharge those batteries!

What This Job Offers

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