Senior HR Analyst

Responsibilities

• Reviews, monitors, and approves job descriptions and other HR documentation through ETQ in partnership with HR Generalists and business stakeholders.
• Ensures job descriptions are accurate, current, and appropriately reflect role scope, responsibilities, and required qualifications.
• Supports the development, maintenance, and governance of job architecture, including job families, levels, titling conventions, and role alignment across the organization.
• Performs job evaluation activities for new and existing roles using established methodologies and market‑based practices.
• Determines appropriate job level, salary grade, and FLSA exemption status, where applicable, for new and revised positions.
• Partners with HR and management to provide guidance on role design, leveling, and classification decisions.
• Performs market pricing and internal equity reviews for positions across multiple functions and geographies.
• Completes salary survey participation and coordinates submission of compensation data to external survey providers.
• Maintains survey results, benchmark data, and market pricing resources for the organization worldwide.
• Evaluates survey matches and market data quality to support accurate and reliable compensation analysis.
• Monitors compensation market trends, pay movement, and emerging practices across key labor markets.
• Analyzes compensation data to support hiring, promotions, transfers, retentions, and other pay actions.
• Works with HR Generalists and business leaders to evaluate salaries for new hire offers, promotions, transfers, retentions, and other ad hoc adjustments as requested.
• Assists with the preparation, implementation, and maintenance of global salary structures, ranges, and compensation guidelines.
• Maintains employee and job information in the compensation database and related systems.
• Reviews compensation transactions and data for accuracy, consistency, and compliance with policy and practice.
• Gathers relevant market data on pay practices, compensation programs, and economic trends as needed.
• Provides data‑driven recommendations that balance market competitiveness, internal equity, business needs, and compensation philosophy.

• Bachelor’s degree in Human Resources, Business, Finance, Accounting, Economics, Statistics, or related field required.
• Minimum of 5 years of progressive compensation experience required, including experience in job evaluation, market pricing, salary surveys, and compensation administration.
• Experience participating in annual merit and incentive processes required.
• Experience with compensation databases, HR systems, and reporting tools required.
• Experience supporting compensation programs in a global, multinational organization preferred.
• Experience in pay equity analysis, job architecture, and pay transparency initiatives preferred.
• Certified Compensation Professional (CCP) designation preferred.