Benefits Analyst Jobs

About The Position

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field.
• 5-10 years of progressive experience in Compensation and Benefits.
• Solid knowledge in market pricing, design and analytics combined with knowledge of benefits.
• Experience supporting leaders with data‑driven recommendations.
• Advanced proficiency in Excel; experience with HRIS and compensation planning systems.

Nice To Haves

• Knowledge of international compensation and benefits practices is a strong asset.
• Professional designation such as CCP, CBP, CHRP/CHRL (or equivalent) is an asset.

Responsibilities

• Work on design, administration, and ongoing evaluation of base pay, short‑term incentives, and long‑term incentives programs to ensure market competitiveness.
• Conduct job evaluations and leveling exercises to ensure internal equity and alignment with market practices and internal guidelines.
• Manage annual compensation cycles for merit and bonuses.
• Perform market pricing using salary surveys; interpret market trends and provide recommendations.
• Develop and maintain salary structures, pay ranges, and guidelines.
• Provide compensation advice to HR Business Partners and leaders on pay decisions, offers, and retention strategies.
• Participate in total rewards surveys as needed.
• Support governance, documentation, and audit readiness related to compensation programs.
• Support the design and administration of employee benefits programs and collaborate with team on wellness, leave management and other offerings.
• Analyze benefits utilization and costs; prepare recommendations to optimize program effectiveness and cost efficiency.
• Act as a subject‑matter expert for benefits policies and programs, supporting HR partners and employees as needed.
• Assist with vendor management, renewals, and benchmarking exercises.
• Develop compensation and benefits analytics and insights for leadership decision‑making.
• Ensure compliance with applicable legislation and regulations.
• Contribute to pay transparency initiatives and regulatory disclosures where applicable.
• Maintain process documentation, policies, and internal controls.
• Contribute to enterprise and HR transformation projects related to total rewards as well as participate in cross-functional projects within HR.
• Identify opportunities to improve processes, tools, and systems (e.g., HRIS, compensation planning tools).