Sr. Compensation Analyst

If you think your skills, experience and aspirations make you a good match for this position, we encourage you to apply.

The Senior Compensation Analyst serves as a strategic and analytical partner responsible for the design, evaluation, and administration of competitive compensation programs, including base pay and variable incentive programs. This role supports primarily U.S.

-based compensation programs while maintaining global scope and accountability for assigned international markets. Reporting to the Chief Talent Officer, the position provides expert guidance on pay decisions, market competitiveness, internal equity, and compensation governance to support business strategy, talent outcomes, and regulatory compliance. The role also supports pay equity analysis and compliance with applicable compensation‑related legislation, ensuring compensation programs align with regulatory requirements and organizational equity commitments across U.S. and applicable global markets.

As part of the recruitment process, candidates that progress beyond the initial phone screen stage will be required to complete an online skills assessment which includes evaluating proficiency in core compensation principles and Microsoft Excel, which will be part of the next interview round.

Job Architecture, Evaluation & Internal Equity

• Conduct job evaluations using established job evaluation methodologies to ensure internal equity and alignment with the organization’s job architecture.
• Partner with HR and business leaders to review new, evolving, or complex roles and recommend appropriate job levels and pay positioning.
• Perform internal equity analyses and develop recommendations to address gaps while balancing business, talent, and budget considerations.

Market Pricing & Salary Structures

• Lead large‑scale market pricing studies using external survey data to assess competitiveness across roles and geographies (US primary plus some international markets).
• Manage the annual review and update of salary structures based on market trends, internal data, and organizational strategy.
• Conduct market benchmarking for short‑term incentive and variable pay programs to assess competitiveness and support program design decisions.
• Develop cost‑effective compensation solutions and present findings and recommendations to senior HR and, on occasion, support the presentation to business leadership.

Survey Management & External Benchmarking

• Complete and submit relevant compensation surveys; maintain documentation of survey participation and outcomes.
• Coordinate with external consultants and vendors on specialized surveys or custom market studies.
• Support budgeting and forecasting for compensation survey participation and related expenses.

Compensation Programs & Annual Cycles

• Support the design, execution, and governance of annual compensation cycles, including performance reviews, merit increases, and related approval workflows.
• Analyze outcomes of annual programs to assess effectiveness, equity, and alignment with pay‑for‑performance principles.
• Provide guidance to HR partners and managers on compensation guidelines, program mechanics, and decision‑making.
• Support the design, administration, and annual execution of variable pay and incentive programs, including data validation, modeling, and payout analysis.
• Partner with HR, Finance, and business leaders to ensure incentive outcomes align with plan design, performance results, and governance guidelines.
• Analyze incentive plan effectiveness and provide recommendations to improve alignment with pay‑for‑performance objectives.
• Conduct periodic pay equity analyses to identify disparities, assess root causes, and develop recommendations to address gaps while balancing legal, financial, and organizational considerations.
• Monitor and support compliance with compensation‑related legislation, including pay transparency laws, minimum wage and minimum exempt salary requirements, federal contractor provisions, and other applicable regulations.
• Partner with Legal, HR, and leadership to ensure compensation programs, structures, and practices align with evolving regulatory requirements…