Compensation Analyst

Under the leadership of the Senior Director of Total Rewards, the Compensation Analyst is responsible for supporting the design, analysis, and administration of the organization’s compensation programs. This role helps to provide analysis and supporting data to ensure pay structures remain competitive, equitable, and aligned with company strategy by conducting market analyses, maintaining compensation data integrity, and supporting the annual compensation and performance cycles. The Compensation Analyst partners closely with the Senior Director of Total Rewards, People Solutions, Talent Acquisition, and Human Resource Business Partners to help ensure compensation practices support internal equity, regulatory compliance, and organizational objectives, while also leveraging strong technical and system skills to maintain compensation structures and processes within the Human Capital Management (HCM) platforms and applications.

KEY RESPONSIBILITIES

• Support the design, administration, and maintenance of compensation programs that promote internal equity, external competitiveness, and alignment with organizational goals. 
• Conduct market pricing and benchmarking analyses to evaluate competitive position for new and existing roles. 
• Maintain and update compensation structures within the HRIS, including pay grades, pay ranges, job attributes, and compensation‑related configuration. 
• Administer and support annual compensation cycles, including performance ratings, merit increases, market adjustments, and bonus calculations. 
• Ensure data accuracy and troubleshooting issues within the HCM system related to compensation, workflows, eligibility, and configuration. 
• Analyze compensation data, trends, and cost impacts to inform recommendations and support leadership decision‑making. 
• Participate in compensation survey submissions and interpret results to assess pay practices across markets and job families. 
• Provide guidance to Senior Director of Total Rewards team on compensation policies, job evaluations, and pay recommendations.
• Ensure compensation practices comply with relevant laws and regulations (e.g., FLSA, pay transparency requirements, state and federal wage laws). 
• Support creation of compensation tools, communications, and documentation to ensure consistent application of compensation programs. 
• Partner with Human Resources Technology and Information Technology on changes that impact compensation configuration, system workflows, or reporting. 
• Maintain secure handling of sensitive compensation data and uphold confidentiality standards. 
• Perform other duties assigned within the nature and level of work. 

MINIMUM QUALIFICATIONS AND EDUCATION REQUIREMENTS

• Bachelor’s degree in Human Resources, Business, Finance, or a related field.
• A minimum of three years of experience in compensation analysis or Human Resources analytics.
• Experience managing elements related to pay grades, pay structures, performance cycles, and annual merit cycles with an HCM platform. Dayforce experience strongly preferred.
• Strong understanding of compensation principles, benchmarking methodologies, and relevant regulations (e.g., FLSA).
• Proficiency with compensation survey platforms and HR data tools.
• Advanced Excel skills (VLOOKUP, pivot tables, modeling, etc.).
• Strong analytical, problem‑solving, and data interpretation abilities.
• High attention to detail and accuracy, especially with sensitive data.
• Ability to manage confidential information with discretion.