Compensation Analyst Jobs

About The Position

Requirements

• Minimum of 5 years of progressive professional experience in Compensation, Total Rewards, Human Resources, Finance, data analytics, or a related field, including meaningful experience supporting compensation programs and analysis.
• Demonstrated experience with market pricing, job evaluation, salary surveys, compensation analysis, and annual compensation processes.
• Experience using AI-enabled tools to augment processes, improve data analysis, or enhance stakeholder service.
• Advanced Microsoft Excel proficiency, including the ability to analyze, reconcile, model, and clearly present complex datasets.
• Strong analytical and problem-solving capabilities, including identifying trends and risks, evaluating alternatives, and developing practical recommendations.
• Ability to translate technical compensation concepts and analytical findings into clear guidance for varied audiences.
• Strong project-management and organizational skills, with the ability to manage competing priorities and deliver accurate work within established deadlines.
• High attention to detail and demonstrated commitment to data accuracy, consistency, and quality.
• Strong written and verbal communication skills.
• Ability to exercise sound judgment, work independently, and escalate issues appropriately.
• Ability to handle sensitive employee and compensation information with discretion and confidentiality.
• Ability to collaborate effectively across functions, geographies, and organizational levels.

Nice To Haves

• Bachelor’s degree in Human Resources, Business, Finance, Economics, Data Analytics, or a related field, or equivalent relevant experience.
• Professional compensation certification or progress toward certification, such as Certified Compensation Professional (CCP).
• Experience supporting global compensation programs or working within a multinational organization.
• Experience with Workday or another human resources information system and compensation-planning platform.
• Experience with compensation surveys and market-data platforms, job architecture, salary structures, incentive plans, or pay-equity analysis.
• Experience developing dashboards, data visualizations, automated reporting, or other technology-enabled compensation solutions.
• Demonstrated success partnering with People Business Partners, business leaders, Finance, Legal, or other cross-functional stakeholders.

Responsibilities

• Independently manage recurring compensation programs, processes, analyses, and complex stakeholder requests.
• Conduct job evaluations, market pricing, benchmarking, and salary survey activities; interpret findings and develop recommendations.
• Evaluate job responsibilities, organizational context, internal compensation relationships, and external market practices to assess role scope, level, and competitive positioning.
• Analyze compensation trends, salary movement, incentive outcomes, pay equity, and other workforce compensation matters.
• Build market-pricing analyses, financial and scenario models, dashboards, recurring and ad hoc reports, and executive-ready presentations.
• Support the design, planning, testing, execution, and evaluation of annual compensation programs, including merit, promotion, salary-planning, and incentive processes.
• Review compensation requests and transactions, identify exceptions and risks, and recommend solutions consistent with compensation philosophy, guidelines, and governance.
• Translate complex compensation data and technical concepts into clear, practical guidance for People Business Partners, managers, and business leaders.
• Perform data-quality reviews, audits, modeling, testing, and reconciliation; identify trends, discrepancies, and opportunities for corrective action.
• Lead or contribute to compensation projects and continuous-improvement initiatives, including requirements gathering, analysis, documentation, implementation, and change support.
• Identify opportunities to improve compensation workflows through automation, AI, digital tools, standardized reporting, and stronger quality controls.
• Monitor external market trends, regulatory developments, and evolving compensation practices to inform program decisions.
• Maintain accurate job descriptions, market matches, compensation records, analytical methodologies, and process documentation.
• Share technical knowledge, tools, and effective practices with junior team members.