Senior Compensation Analyst

Senior Compensation Analyst — PAR Technology

PAR Technology Corporation is a leader in restaurant technology, empowering brands worldwide to create lasting connections with their guests. Our innovative solutions provide comprehensive software and hardware that enable seamless experiences and drive growth for over 100,000 restaurants in more than 110 countries. We offer Unified Customer Experience solutions that combine point‑of‑sale, digital ordering, loyalty, and back‑office software, as well as industry‑leading hardware and drive‑thru offerings.

At PAR Technology, we’re reimagining how Total Rewards drives performance and growth across a global SaaS organization. As we scale, we’re looking for a Senior Compensation Analyst who combines deep analytical skill with a builder’s mindset. Someone who can design, model, and operationalize compensation programs that align with business strategy and scale across the company.

This role is ideal for a high‑performing compensation professional who wants to go beyond analysis and truly shape how rewards work by applying their analysis and key insights to design compensation “products” that deliver measurable value to employees, leaders, and the business.

Hybrid – Philadelphia, PA;
Syracuse, NY;
Austin, TX;
Chicago, IL; or Minneapolis, MN. This role operates in a hybrid capacity with flexibility to work remotely and onsite as business needs dictate. There are no mandated office days; rather, the global rewards team will determine when in‑person presence adds value. Occasional in‑person meetings and team events may take place in the other company global locations.

Global Director, Total Rewards

• 5–8 years of experience in compensation, rewards, or HR analytics in a complex or high‑growth organization.
• Strong analytical and modeling skills with deep Excel proficiency; familiarity with HRIS and analytics tools (e.g., ADP, Power BI, Radford, Mercer, ERI).
• Experience supporting executive compensation programs and preparing data and presentations for Compensation Committee and Board‑level discussions.
• Experience using AI and automation tools to enhance analysis, streamline processes, and generate insights that drive better compensation decisions.
• Ability to translate data into actionable insights and communicate findings clearly to non‑technical audiences.
• Experience supporting or leading compensation cycles, job architecture projects, or incentive plan design.
• Proficiency in compensation survey selection, participation, and analysis.
• A builder’s mindset—able to design compensation tools and frameworks that are scalable, repeatable, and user‑friendly.
• Strong project management and stakeholder engagement skills; thrives in environments where collaboration and iteration are the norm.
• Excellent attention to detail, business acumen, and comfort working across multiple countries and functions.

• Lead advanced analysis and design of global compensation programs to ensure competitiveness, equity, and alignment with PAR’s career architecture, performance needs, and business strategy.
• Build and iterate on compensation “products” and tools that are scalable and repeatable—partnering with the Head of Total Rewards, HR Product Managers, and Performance Delivery teams to support implementation and measure impact.
• Drive benchmarking, modeling, and governance for base pay, incentives, and equity programs across all levels, leveraging AI and analytics platforms to identify trends and opportunities.
• Serve as a subject‑matter expert on job leveling, career framework integration, and pay governance—partnering with HR, Finance, and Legal to support data‑driven decision‑making.
• Handle survey participation and market data analysis to ensure external competitiveness and internal equity across global markets.
• Support executive compensation modeling and analysis, including pay mix design, equity valuation, and scenario modeling for governance cycles.
• Deliver insights and recommendations to senior leadership, including materials and analysis that inform Compensation Committee and Board discussions.
• Facilitate…