Compensation Analyst

Overview

Responsibilities

The Compensation Analyst supports the design, administration, analysis, and implementation of the organization’s compensation programs. This role conducts market research, evaluates jobs, maintains salary structures, administers corporate merit and bonus cycles, supports compensation-related payroll activities, and helps ensure pay practices are competitive, equitable, accurate, and compliant with applicable laws and regulations.

 

What you'll do:

• Administer corporate merit and bonus cycles, including process planning, system configuration and testing support, data validation, manager guidance, budget monitoring, approvals, and final payroll submission.
• Maintain annual compensation calendars, eligibility rules, employee data, planning worksheets, and supporting documentation for merit, incentive, and bonus programs.
• Research compensation practices and programs to help ensure the organization’s offerings remain competitive, cost-effective, and aligned with business objectives.
• Conduct market pricing and participate in compensation surveys to assess external competitiveness and identify compensation trends.
• Perform job evaluations by reviewing job descriptions, organizational structure, scope, responsibilities, and required qualifications to recommend appropriate job classifications, levels, and salary ranges.
• Analyze internal and external compensation data, including pay relationships, range penetration, compression, and market position, to identify potential pay equity or competitiveness concerns.
• Partner with Human Resources leadership and department managers to evaluate new and existing positions and provide compensation guidance.
• Prepare reports, models, and presentations that summarize compensation research, cost analyses, findings, and recommendations for Human Resources leadership and executives.
• Maintain salary structures, job codes, compensation records, and related data in the HRIS and other compensation systems.
• Review, analyze, and validate compensation and payroll reports and supporting documents for accuracy and completeness.
• Support compensation program communications, manager tools, training materials, and employee-facing resources.
• Monitor compliance with federal, state, and local wage and hour, minimum wage, overtime, equal pay, and pay transparency requirements, escalating concerns as appropriate.
• Support compensation audits, regulatory reporting, budgeting, workforce planning, and special projects as assigned.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, or a related field, or an equivalent combination of education and relevant experience.
• Two or more years of experience in compensation, human resources analytics, payroll, finance, or a related discipline preferred.
• Working knowledge of compensation principles, job evaluation methods, market pricing, salary structures, merit programs, and incentive compensation.
• Proficiency in Microsoft Excel, including formulas, lookups, pivot tables, and data analysis; experience with HRIS, payroll, or compensation planning systems preferred.
• Ability to analyze complex data, identify discrepancies and trends, and communicate clear, practical recommendations.
• Strong attention to detail, organizational skills, judgment, and commitment to maintaining confidential information.
• Effective written and verbal communication skills, with the ability to collaborate across Human Resources, Payroll, Finance, and business leadership.

Salary Range: 

$66,000 – $98,000. 

 

In accordance with applicable pay transparency laws, the above range represents a good-faith estimate. Final compensation will be determined based on factors such as experience, credentials, geographic location, and other considerations permitted by law.

 

This role may be based out of any of our office locations, including:Philadelphia, PA; Conshohocken, PA; Wilkes‑Barre, PA  Interview Integrity Notice: Berkshire Hathaway GUARD is committed to a fair and consistent hiring process. Candidates are expected to participate independently in interviews. Unauthorized recording, transcription, AI note-taking, or AI interview assistance tools may not be used during interviews without prior approval.