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Job Summary

The Senior Compensation Analyst plays a key role in designing, administering, and improving the organization’s compensation programs. This role ensures pay practices are competitive, equitable, compliant, and aligned with business objectives. The position conducts job evaluations, market analyses, and compensation modeling, while partnering with HR, Finance, and business leaders to support compensation strategy, the annual compensation cycle, and other total rewards initiatives.

Duties/Responsibilities

• Conduct job evaluations and pricings, including FLSA classification determinations.
• Maintain the job architecture and create new job codes to ensure alignment, consistency, and internal equity.
• Participate in the design and maintenance of salary structures, pay frameworks, and compensation guidelines.
• Ensure compensation programs comply with federal, state, and local regulations, including minimum wage and FLSA requirements.
• Support or lead components of the annual merit and bonus cycles, including data collection, validation, system configuration, approval workflows, and payroll coordination.
• Serve as a subject matter expert to HR partners and managers on compensation decisions and cycle-related questions.
• Assist in developing communication tools and training materials for managers and employees.
• Manage participation in compensation surveys (e.g., Mercer, WTW, Radford), including survey submissions, cost tracking, and analysis of results.
• Use market data and analytics to evaluate competitiveness, identify trends, and recommend program enhancements.
• Conduct market pricing and internal equity reviews; ensure compliance with pay transparency and pay equity regulations.
• Conduct regular audits related to job classification, minimum wage compliance, and compensation requirements.
• Produce ad‑hoc compensation reports using HR systems and tools.
• Support analytics for Total Rewards initiatives, including Living Wage studies and regulatory‑driven reporting.
• Partner with HR, Finance, and leadership to ensure compensation programs support business objectives.
• Provide guidance to leaders on compensation philosophies, pay decisions, and policy interpretation.
• Contribute to Total Rewards communication efforts related to compensation practices and reward programs.

Education and Experience

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Mathematics, Data Science, or a related field.
• CCP (Certified Compensation Professional) preferred.
• Minimum of 5 years of progressive compensation experience.
• Experience using compensation survey tools (e.g., Mercer, WTW, Radford).
• Experience working with HR systems such as Workday, SAP, or Oracle preferred.

Required Skills/Abilities

• Advanced Excel skills, including VLOOKUP, pivot tables, and macros.
• Strong analytical thinking, problem‑solving abilities, and attention to data accuracy.
• Excellent communication skills with the ability to explain compensation concepts clearly.
• High attention to detail, confidentiality, and strong organizational skills.
• Ability to work collaboratively and influence HR and business partners.

Physical Requirements

• Prolonged periods of sitting and computer work.
• Ability to attend meetings and training sessions as needed.
• Must be able to lift up to 15 pounds occasionally.

Travel Requirements

• None