JD for Compensation Analyst

About the Department/ Team:

Human Resources plays a critical role in enabling firm-wide strategic initiatives by cultivating an environment where talented people thrive, with a focus on best-in-class employee experience. We attract and develop high-performing, diverse talent whose skills are aligned with delivering meaningful business outcomes.

Our Compensation team is integral to this mission, designing and implementing competitive, equitable, and market-aligned pay programs that drive employee engagement and retention. Through data-driven analysis and strategic insight, we ensure compensation practices support business goals while promoting fairness and transparency. By fostering an inclusive and engaging culture, we empower teams to collaborate, innovate, and act like owners for all stakeholders. Our professionals serve as trusted global advisors and partners to deliver strategic solutions to all areas of the business.

About the Role:

The Compensation Analyst plays a vital role in supporting the design, analysis, and administration of competitive and compliant compensation programs that align with business objectives. This position requires strong business acumen, attention to regulatory requirements, and the ability to provide data-driven insights and consultative guidance to HR and business leaders. The analyst thrives in a fast-paced, collaborative environment, contributing to strategic initiatives and ensuring compensation practices support talent attraction, retention, and engagement.

Responsibilities of the Role:

• Analyze and administer base pay and incentive programs, ensuring alignment with compensation strategy and market competitiveness.
• Conduct job evaluations and provide recommendations for salary offers, promotions, and adjustments.
• Participate in compensation surveys and analyze results to benchmark roles and inform pay structures.
• Support the annual investment compensation process, including incentive pool funding analyses, allocation modeling, and review of compensation recommendations across investment teams.
• Conduct specialized benchmarking for investment roles using industry compensation surveys and provide market insights on investment positions.
• Provide consultative support to business leaders on compensation decisions and policy interpretation.
• Use compensation management platforms to analyze data and generate insights.
• Support compensation-related audits and reporting.
• Monitor compensation trends and regulatory changes to inform strategy and practices.
• Partner with Investment leaders, Finance, and HR Business Partners to evaluate compensation scenarios, promotion recommendations, retention cases, and new hire offers.
   

​Requirements of the Role:

• Bachelor’s degree in Human Resources, Business, Finance, or related field.
• 2–5 years of experience in analytics (HR, Finance, Compensation)
• Strong analytical and problem-solving skills
• Proactive, self-starter mindset with a willingness to take ownership of projects, seek out solutions, and continuously improve processes.
• Advanced Excel capabilities and comfort working with complex datasets
• Working knowledge of compensation principles, job evaluation methodologies, and survey participation.
• Effective communication and interpersonal skills; ability to consult and influence stakeholders.
• Experience with Workday or similar HRIS platforms preferred.

The salary range for this position in New York City is $115,000 - $125,000/year. The total compensation offered for this position includes salary and incentive pay and will vary based on skills, experience and location

Pursuant to Invesco’s Workplace Policy, employees are expected to comply with the firm’s most current workplace model, which as of October 1, 2025, includes spending at least four full days each week working in an Invesco office. This reflects our belief that spending time together in the office helps us build stronger relationships, collaborate more easily, and support each other’s growth and development.

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The job holder may be required to perform other duties as deemed appropriate by their manager from time to time.