Total Rewards Analyst

Dakota Supply Group•Fargo, ND

20h•$59,500 - $80,000

About The Position

DSG is seeking a Total Rewards Analyst to join our team! As a Total Rewards Analyst, you will help DSG make equitable, consistent, and data-informed pay decisions. This role works closely with HR, leaders, and internal partners to analyze compensation data, support key pay programs and annual processes, evaluate jobs and market data, and provide practical recommendations that align with our philosophy and business needs. This is a hands-on analytical role for someone who is comfortable digging into details, asking thoughtful questions, and using sound judgment. At DSG, we are dedicated to building futures one job at a time. Starting with yours. As an ESOP, we are a community of peers, first and foremost. And we focus on cultivating an environment of respect, teamwork and growth. Where your career path is rich with possibilities. Where every success is shared. And where every challenge is overcome together. For more than a century, we’ve delivered more than supplies, we’ve offered true partnership and valuable solutions. By continuing to empower the future of our vendors and customers, we will empower a future of ongoing success for all of us.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, Data Analytics, or a related field, or equivalent relevant experience.
2 years of experience in compensation or a related analytical role such as finance, HR analytics, or total rewards.
Strong analytical skills with the ability to organize, validate, and interpret data accurately.
High attention to detail and the ability to manage confidential information with discretion.
Strong written and verbal communication skills, with the ability to explain data and recommendations clearly.
Ability to work effectively with stakeholders across HR, Finance, and business teams.
Strategic mindset with the ability to connect detailed analysis to broader business decisions and compensation philosophy.
Confidence and sound judgment to make recommendations, ask thoughtful questions, and challenge assumptions professionally when role scope, leveling, or pay decisions are not well supported.
Strong technical skills in Microsoft Office, especially Excel.

Nice To Haves

Experience with compensation tools and HR systems such as ADP, PayScale, and Power BI.
Experience participating in compensation surveys, market pricing, and salary structure analysis.
Experience building dashboards or reports that turn compensation data into actionable insights.
Experience partnering with leaders to evaluate jobs, assess role scope, and support job leveling or compensation recommendations.

Responsibilities

Lead compensation survey participation, including gathering data, reviewing it for accuracy, and submitting final survey files.
Support annual market benchmarking by analyzing survey results, reviewing salary structures, and preparing recommendations for pay range updates.
Support the annual compensation review and promotion processes through planning, data preparation, validation, reporting, and execution support.
Partner with HR and business leaders to review new or revised job requests, evaluate role scope and responsibilities, and recommend appropriate job leveling and pay alignment.
Use market data, internal comparisons, and sound judgment to evaluate role scope and support consistent job leveling and pay recommendations, including asking thoughtful follow-up questions, challenging unclear assumptions, and ensuring recommendations are supported by clear business rationale.
Conduct market pricing and benchmarking for new, revised, and existing roles to support pay decisions.
Prepare, audit, maintain, and validate compensation data, files, and recurring reports to ensure accuracy and consistency.
Support short-term incentive programs, including commissions and annual bonus processes, through data validation, administration support, payout review, and reporting.
Serve as the subject matter expert for PayScale and help improve system usage, reporting, data quality, and overall value from the platform.
Help build, maintain, and enhance compensation dashboards and reporting for leadership to provide visibility into market movement, internal trends, and areas of opportunity or risk.
Bring a strategic mindset to the role by identifying patterns, surfacing risks or inconsistencies, and recommending practical improvements to compensation processes, tools, and decision-making.
Support other total rewards programs or projects as needed, which may include recognition programs, benefits support, or related initiatives.