Job Overview: The Sr. Compensation Analyst serves as a key compensation resource responsible for providing consultative support to Human Resources, Talent Acquisition, and business leaders on compensation programs and pay decisions. This role leads compensation projects, conducts complex analyses, and provides recommendations that support the organization's compensation philosophy, talent objectives, and business strategy. Responsibilities/Essential Functions: • Partners with Human Resources Business Partners, Talent Acquisition, and business leaders to provide compensation guidance for hiring, promotions, transfers, reorganizations, retention actions, and other employee-related decisions. • Conducts market pricing analyses and develops compensation recommendations that support attraction, retention, and internal equity objectives. • Evaluates and approves compensation actions to ensure consistency with compensation philosophy, market competitiveness, internal equity, and established guidelines. • May lead job evaluation and leveling activities utilizing the organization's job architecture framework. • Serves as a compensation consultant to assigned client groups, providing guidance on compensation policies, practices, and market trends. • May compensation-related projects including market reviews, annual increase programs, structure updates, compensation program enhancements, and process improvements. • Analyzes compensation data, workforce trends, and external market information to identify risks, opportunities, and recommendations. • Supports annual compensation planning activities including merit, promotional, and market adjustment processes. • Develops reporting, analyses, and presentations to support compensation decision-making and executive discussions. • Partners with HR, Finance, and business leaders to evaluate compensation program effectiveness and recommend improvements. • Assists with compensation-related compliance activities and supports adherence to applicable regulations and company policies. • Identifies opportunities to improve compensation processes, tools, reporting, and stakeholder experiences. • Performs other duties as needed. Knowledge/Skills/Abilities: • Advanced knowledge of compensation principles, salary administration practices, job evaluation methodologies, and market pricing techniques. • Strong understanding of compensation program design and administration. • Ability to independently conduct complex compensation analyses and develop recommendations for business leaders. • Strong consultative and relationship-building skills with the ability to influence stakeholders across multiple levels of the organization. • Ability to interpret market data and business information to support compensation decisions. • Strong analytical and problem-solving capabilities. • Ability to manage multiple projects and priorities with minimal supervision. • Strong written and verbal communication skills, including presentation development and delivery. • Advanced proficiency in Microsoft Office tools including Outlook, Word, Excel, and PowerPoint. • Ability to develop complex Excel models, perform advanced data analysis, and create executive-ready presentations. Experience/Qualifications: • Bachelor's degree in Human Resources, Business, Finance, Economics, Mathematics, or related field preferred. • 4-6 years of compensation, finance, human resources, or related analytical experience. • Certified Compensation Professional (CCP) designation or progress toward certification preferred. Competencies: • Demonstrates advanced compensation expertise by applying sound judgment to compensation decisions and recommendations. • Builds trusted relationships with Human Resources, Talent Acquisition, and business leaders through responsive and consultative partnership. • Leads projects and initiatives that improve compensation programs, processes, and stakeholder experiences. • Analyzes complex compensation issues and develops practical, data-driven solutions. • Communicates compensation concepts and recommendations effectively to stakeholders with varying levels of compensation knowledge. • Operates independently while managing multiple priorities and delivering high-quality work. • Exercises discretion and sound judgment when handling sensitive employee and compensation information. • Identifies opportunities for continuous improvement and drives implementation of process enhancements. Working Environment/Safety Requirements/Physical Requirements: • Performs work primarily in a standard office environment and must be able to remain seated for extended periods while working on a computer, with occasional standing, walking, and lifting of light office materials.