The Principal Compensation Analyst will demonstrate an understanding of how total compensation supports the overall organizational strategy to enhance employee attraction, retention and engagement, as well as drive performance and business results. The scope of ownership will participate in the design, develop, direct, plan, implement and evaluate all compensation programs.

The Principal Compensation Analyst serves as a strategic compensation partner responsible for the design, development, administration and ongoing evaluation of global compensation programs. This role partners with HR, Finance, Legal and business leadership to develop competitive, equitable and scalable compensation solutions that support the organization's talent strategy and business objectives.

The role provides expertise across base pay, annual salary planning, short- and long-term incentives, executive compensation, sales compensation, job architecture, market benchmarking, pay equity and compensation governance. The Principal Compensation Analyst also leads key annual compensation processes and provides data-driven recommendations to senior leadership.

• Lead the global annual salary planning process, including development of merit budgets and guidelines, merit matrix design, eligibility requirements, project timelines, system requirements and configuration, data validation, approvals, communications and final implementation.
• Conduct market analysis and maintain global salary structures to ensure competitive and internally equitable pay practices. Analyze market movement, geographic differentials and internal positioning and develop recommendations for salary structure adjustments.
• Manage participation in global compensation surveys, including Radford and other applicable market surveys; oversee job matching and benchmark validation, identify and resolve data and job-matching issues, and leverage survey results to support compensation recommendations and program design.
• Lead job evaluation and market-pricing activities, including job leveling, job family and career-level alignment, FLSA classification, salary grade determination and recommendations for new hires, promotions, reorganizations and other employee compensation actions.
• Design, administer and evaluate annual incentive and bonus programs, including plan eligibility, performance measures, weighting and payout structures, financial modeling, accruals, employee communications, system administration, payout calculations and reconciliation.
• Partner with business and sales leadership on the evaluation and administration of sales incentive compensation programs, including market competitiveness, plan design, eligibility, incentive targets and compensation recommendations.
• Support the design and administration of executive compensation programs, including executive offer analysis, base salary and incentive recommendations, long-term incentive/equity analysis, market benchmarking and preparation of materials and recommendations for senior leadership and the Compensation Committee.
• Administer and support short- and long-term incentive programs, including plan documentation, participant communications, eligibility and award data, equity-related processes and data audits to ensure accurate administration.
• Lead compensation analytics and pay equity reviews across applicable markets, identify trends and areas requiring additional evaluation, and partner with HR, Legal and leadership on recommendations, regulatory reporting and evolving pay transparency requirements.
• Monitor compensation-related regulatory requirements and conduct periodic reviews of minimum wage, overtime/exemption requirements and other applicable pay practices; recommend and coordinate necessary changes with HR and business partners.
• Serve as a compensation consultant to HRBPs and business leaders on complex compensation matters, including organizational changes, promotions, new hires, retention considerations, internal equity, market competitiveness and compensation program application.
• Develop compensation analytics, modeling and reporting to evaluate program effectiveness, identify trends, support financial planning and provide data-driven recommendations to HR and business leadership.
• Prepare executive-level compensation analyses, recommendations and presentations for senior leadership, the Compensation Committee and other stakeholders as needed.
• Partner with HR Technology/HRIS teams on compensation systems, annual process configuration, testing, data integrity, reporting, automation and continuous process improvements.
• Maintain compensation data governance through ongoing audits and validation of employee compensation data, job architecture, salary structures, incentive eligibility and other compensation-related information.
• Develop compensation communications, tools, guidance and training for HR, Talent Acquisition, managers and other stakeholders to promote consistent understanding and application of compensation programs and practices.
• Partner cross-functionally with HR, Finance, Payroll, Legal, HR Technology and business leadership to execute compensation programs and ensure alignment between compensation strategy, financial objectives and business needs.
• Support compensation activities associated with mergers, acquisitions and organizational integrations, including compensation assessment, program alignment, employee treatment and integration planning.
• Manage external compensation consultants, survey providers and other vendors as needed to support compensation programs and initiatives.
• Identify opportunities to improve and automate compensation processes, analytics and tools, including the effective use of artificial intelligence and emerging technologies to increase efficiency, scalability and decision support.
• Partner with senior leadership to define, develop, communicate and execute the Total Rewards philosophy, vision, and strategy. Effectively incorporate model into plan designs to support short- and long-term business objectives and ensure strategies and solutions to support existing and emerging business needs
• Collaborate on Mergers and Acquisitions due diligence and integration
• Oversee vendor selection; monitor and manage selected vendors against service level agreements and effectiveness
• Provide input and support to the HRIS team and the systems development and automation related to total programs
• Foster a collaborative, values-driven HR team culture of high standards, strong productivity and innovation
• Consult with employees at all organizational levels

Additional responsibilities include but are not limited to the following:

• Oversee the research of salary market data and building of creative solutions, ensuring that the organization retains a competitive total rewards position in the marketplace
• Creates and maintains job codes, pay plans and other compensation components within the EC system, coordinating as needed with HRIS, HRBP and other closely related areas.
• Manage various compensation programs, including but not limited to salary planning process, variable pay program, corporate bonus process, systems management, budget analysis, data analysis and consulting and training management on a global platform.  
• Works to integrate functional and technical requirements for special projects or process improvements. 
• Manage and support systems, tools and methods to ensure scalability and growth owing to M&A and other activities, as needed.
• Evaluate, modify and design variable compensation structures, including sales incentive compensation. Requires consulting with business partners at all levels in creating effective programs that help drive business results
• Develop effective analytics and metrics to influence program direction and monitor business impact and effectiveness
• Prepare compensation documentation and presentations for Compensation Committee
• Administer the Short Term (STIP) and Long Term Incentive Plans (LTIP), including thorough understanding of plan documents, preparing communication for plan participants and auditing systems to ensure accuracy of data (company allocations, employee earnings, etc.).
• Lead and partner with the Global HR team in the execution of the annual salary review process
• Evaluate, modify and design Executive Compensation, including partnering with external resources and all stakeholders
• Oversee all annual processes associated with Compensation, including planning and leading annual compensation and performance review cycles

• Bachelor's degree in a related field; and a minimum of 12+ years of experience in Compensation and financial analysis with increasing levels of responsibility; global experience preferred
• Ability to work independently to address data requests and perform analysis on complex compensation datasets and modeling ; extremely detail-oriented
• Knowledge of applicable federal and state laws relating to compensation and pay equity/pay transparency, wage-and-hour and related requirements
• Excellent skill in Excel. Expert in various excel key functions, e.g. pivot tables, vlookups and various excel formula
• Agile use of Artificial Intelligence demonstrating a curiosity in approaching end to end workstreams in new and innovative ways
• Effective communications and presentation skills.
• Critical thinking and problem-solving skills.
• Ability to plan, organize and effectively manage multiple assignments.  Be able to handle sensitive information with discretion, and proven ability for flexibility and managing multiple priorities
• Ability to establish and maintain effective working relationships. Team-player who can work in a collaborative environment, cross-functionally, and globally
• Ability to work in a fast-paced environment, with frequently changing priorities.
• Executive/Senior Leadership Consulting
• Compensation systems/market survey experience required

We seek candidates who not only demonstrate curiosity and adaptability in emerging technologies but have also successfully implemented and utilized AI tools to enhance their work, improve processes, or deliver measurable results.  Our teams embrace continuous learning and the thoughtful integration of AI to create meaningful impact – for our employees and the future of work.

Salary Range for California Residents: $157,030.00 to $212,000.00

Pay is based on several factors including but not limited to education, work experience, certifications, etc. In addition to your salary, Blackhawk Network offers benefits including 401k with employer match, medical, dental, vision, 12 paid holidays in the year 2026, sick pay accrual according to state law, parental leave, life insurance, disability insurance, accident and illness insurance, health and dependent care flexible spending accounts, wellness benefits, and flexible time off for all full-time employees.