Role OverviewAs a key strategic partner within our global People Operations function, the
Principal Compensation Analyst designs, optimizes, and executes data-driven compensation strategy across a diverse global footprint. Joining a commercially savvy team, you will blend analytical rigor with consulting acumen to ensure our rewards programs remain highly competitive, internally equitable, and compliant.
This role requires a sophisticated understanding of broad-based compensation, market realities, and the ability to translate complex data into actionable, business-focused insights for executive leadership.
Key ResponsibilitiesStrategic Impact & Advisory- Business Consultation: Act as a high-impact internal consultant to People Business Partners and business leaders, providing data-backed recommendations on complex compensation challenges, offer formulations, and retention strategies.
- Job Architecture & Scaling: Drive the evolution of job family structures, career paths, and job leveling frameworks to support organizational scale, clarity, and internal equity.
- M&A Support: Provide strategic oversight for Mergers & Acquisitions (M&A), leading reward integration, role mapping, and total rewards harmonization across newly acquired entities.
Program Management & Execution- Cyclical Reward Leadership: Lead the execution of global annual compensation planning (merit, promotions, bonuses, and Long-Term Incentives/LTI). Direct data validation, process automation, and the creation of executive-ready presentations for leadership approval.
- Market Intelligence & Benchmarking: Architect comprehensive total rewards benchmarking studies using global salary surveys and internal analytics to continuously design competitive, localized salary structures.
- Pay Equity & Compliance: Proactively lead pay equity analyses and compliance initiatives, ensuring strict adherence to evolving global regulations, FLSA, and wage transparency laws.
- Data Governance: Champion data integrity across systems (Workday); conduct routine audits and leverage business intelligence to deliver predictive, executive-level reports on compensation metrics and trends.
QualificationsExperience & Education- Education: Bachelor's degree in Finance, Accounting, Business Administration, or a related quantitative field.
- Experience: Minimum of 8 years of progressive experience in corporate compensation, with a proven track record in global environments.
- Systems & Tools: Advanced proficiency in Workday HCM and advanced Excel (data modeling, macros, complex formulas) is required. Experience with data visualization tools (Tableau, PowerBI) is highly preferred.
Core Competencies- Analytical & Financial Acumen: Exceptional critical thinking and financial modeling skills; ability to analyze massive datasets and distill them into highly pragmatic, commercial solutions.
- Communication & Influence: Excellent written and verbal communication skills, with a demonstrated ability to articulate complex total rewards frameworks cleanly to stakeholders at all levels, including executives.
- Agility & Discretion: Highly organized with the ability to manage competing, high-volume priorities in a fast-paced, fluid environment while maintaining the highest standard of confidentiality and diplomacy.
