Total Rewards Analyst

StepStone Group•North Lebanon Township, PA

1d•$64,500 - $108,000•Hybrid

About The Position

The Total Rewards Analyst plays an important role in helping our People team deliver fair, competitive, and meaningful compensation and benefits programs. In this role, you’ll focus on accurate data, reliable reporting, and consistent execution across our Total Rewards processes. In addition, this role contributes to workforce analytics by turning people data into clear, actionable insights that help leaders understand trends, risks, and opportunities across the organization. You’ll work closely with the Head of Total Rewards & Workforce Analytics to support day‑to‑day operations, cyclical processes, and ongoing analysis that helps leaders make informed decisions.

Requirements

Strong analytical skills with the ability to translate data into clear, practical insights.
Working knowledge of budgeting, forecasting, or cost analysis.
Experience with data visualization tools (e.g., Power BI, Tableau) and HRIS platforms (i.e. Workday, ADP).
Strong Microsoft Excel including, VLOOKUP/XLOOKUP, pivot tables, and advanced formulas.
Familiarity with U.S. compliance requirements (ERISA, ACA, COBRA, FLSA, etc.).
Ability to build strong working relationships with Finance, Payroll, and People Partners.
High attention to detail and commitment to producing accurate work.
Strong written and verbal communication skills, especially when translating data for non‑technical audiences.
Bachelor’s degree in Finance, Economics, Statistics, Human Resources, or related fields
3–5 years of progressive experience in compensation, benefits, or HR data analytics
Experience with data visualization tools (e.g., Power BI, Tableau)

Nice To Haves

Experience with UK or Canada regulatory knowledge is a plus.
Experience with survey platforms and engagement tools (e.g., Workday Peakon) is beneficial.
Progress toward CCP (Certified Compensation Professional) or SHRM/PHR certification is a plus.

Responsibilities

Support annual and quarterly compensation review cycles by validating data, running audits, and preparing compensation materials.
Conduct market pricing and benchmarking using compensation surveys like AON Hewitt, and Willis Towers Watson to help ensure our pay remains competitive.
Maintain job architecture and leveling frameworks, keeping job data accurate and aligned with FLSA requirements and internal equity principles.
Develop and maintain documentation of base pay, bonus, and long-term incentive programs, including sales incentive and executive compensation plans.
Build and maintain dashboards, scorecards, and recurring reports that highlight key people metrics and workforce trends, such as turnover, talent management and employee engagement.
Standardize reporting templates and data definitions to create consistent reporting across the People team and the organization.
Support in the creation of clear, visually compelling presentations and data summaries for varying audiences – employees, managers and executive leadership.
Partner with Finance and Talent Acquisition to support headcount reporting, forecasting, and compensation budgeting.
Complete regular and ad-hoc analysis of benefits claims, enrollment, and utilization data.
Prepare benefits‑related datasets, summaries, and comparisons that support program evaluation.
Provide support with benefits administration to include benefits billing and maintaining accurate and organized data and documentation.