The Opportunity

If you're a compensation professional who thrives on analysis, collaboration, and continuous improvement, we'd love to hear from you. Bring your expertise, curiosity, and strategic mindset to a role where your contributions will directly influence enterprise-wide compensation programs and talent strategies.

 We are seeking a Senior Compensation Analyst to help shape and administer compensation programs that attract, motivate, and retain talent. In this highly analytical and consultative role, you will evaluate jobs, interpret market data, support salary structures and incentive plans, and deliver recommendations that promote competitive pay, internal equity, and a strong pay-for-performance culture. Working with limited supervision, you will apply advanced compensation knowledge to complex assignments, advise business partners, and contribute to enterprise-wide initiatives. This is an opportunity to turn data into meaningful insights and influence compensation decisions across the organization.  Responsibilities include, but are not limited to:

• Serving as a key advisor in compensation decision-making by evaluating roles, analyzing market trends, and delivering data-driven insights that support competitive and equitable pay practices. Partner with Human Resources, Talent Acquisition, managers, and business leaders to provide recommendations on compensation actions, including base pay, promotions, market adjustments, and incentive awards. Leverage workforce and market data to identify opportunities, anticipate risks, and support strategic talent decisions.
• Helping to shape and enhance compensation programs that align with business objectives, market competitiveness, and pay-for-performance principles. Support the ongoing administration and improvement of salary structures, pay ranges, incentive programs, job descriptions, and job architecture frameworks. Participate in compensation surveys and external benchmarking efforts while promoting consistent job leveling and compensation practices across the organization.
• Playing an active role in annual compensation planning activities, including merit increases, promotions, market adjustments, and incentive planning. Develop meaningful analyses, reports, and presentations that inform compensation strategies and leadership decisions. Contribute to high-impact initiatives such as compensation program enhancements, job architecture projects, organizational changes, and merger and acquisition integration efforts.
• Supporting the integrity and effectiveness of compensation programs by helping ensure compliance with applicable federal, state, and local regulations, as well as company policies. Serve as a resource for stakeholders by providing guidance, education, and support on compensation programs, processes, and best practices.

Required Qualifications:

• Bachelor’s degree in human resources, business, finance, or a related field, or an equivalent combination of education and experience.
• At least seven years of experience administering compensation programs and practices.
• Advanced proficiency in Microsoft Excel and other Microsoft Office applications is required, along with the ability to analyze, interpret, and present data effectively. The successful candidate will bring a strong analytical and data-driven approach, with knowledge of compensation reporting, workforce analytics, and market data analysis.
• This role requires the ability to identify trends, draw meaningful conclusions, and develop recommendations for senior leadership. Strong organizational and project management skills are essential, including the ability to manage competing priorities, meet deadlines, and successfully execute concurrent assignments.
• Excellent written and verbal communication skills are required, along with strong consultative, interpersonal, and relationship-building abilities. The successful candidate must be able to explain complex information clearly and collaborate effectively across all levels of the organization.

 

Preferred Qualifications:

• Experience with job architecture, job evaluation, or career framework design is preferred. A professional compensation certification is also preferred.