B1 - Sr. Compensation Analyst

Compensation Specialist

The Compensation Specialist plays a key role in supporting the design, administration, and continuous improvement of Harvest Midstream's total rewards programs to align with business objectives and help attract, motivate, and retain top talent. This role provides hands-on compensation analysis and support across base pay, short- and long-term incentive programs, annual salary planning, executive compensation, and relocation. The Compensation Specialist also supports the administration of employee benefit programs and assists employees with benefits-related questions, issues, and resolution of concerns.

This role partners with HR, business leaders, benefits providers, and other external partners to help maintain total rewards programs that are competitive, equitable, fiscally responsible, and compliant while supporting clear and effective communication across the organization.

Essential

Job Responsibilities:

• Day-to-day administration of compensation programs, ensuring accurate, timely, and consistent delivery; coordinate the work of third-party vendors, consultants, and brokers as needed.
• Support executive compensation programs by conducting market benchmarking using relevant surveys, proxy data, and other sources; develop data-driven analyses and recommendations consistent with the company's compensation philosophy.
• Develop and deliver effective compensation and benefits communications to employees and prospective candidates, clearly articulating the value and structure of total rewards offerings.
• Monitor industry trends and best practices in compensation and benefits to assess current programs, propose enhancements, and implement competitive and forward-looking reward strategies.
• Support administration of the Long Term Incentive Program (LTIP) as part of total rewards, manage the grant structure, and coordinate the annual grant cycle—including compliance oversight and employee communications—in collaboration with the Director of Management Reporting.
• Provide analysis and recommendations for the design and direction of both short- and long-term incentive programs that align with organizational goals and drive performance, retention, and engagement.
• Recommend and implement compensation strategies that support business objectives, attract top talent, and retain high-performing employees while ensuring internal equity and market competitiveness.
• Partner with finance, accounting, and tax teams to ensure accurate compensation-related reporting, forecasting, and budgeting processes.
• Ensure ongoing compliance with state and federal compensation and benefits laws and regulations; maintain up-to-date plan documentation and ensure timely distribution of required notices and communications.
• Coordinate internal and external audits related to compensation programs and ensure accurate and timely preparation of regulatory reports.
• Administer the annual salary planning process, including the development of merit budgets, salary structure updates, and executive review recommendations.
• Administer the end-to-end bonus administration process—from plan management to payout calculation and distribution—ensuring accuracy, transparency, and alignment with performance outcomes.
• Conduct job evaluations, market pricing, and salary structure design and maintenance to support consistent and equitable compensation practices.
• Serve as a compensation consultant to HR and business leaders by providing guidance on a wide range of compensation matters, including survey selection, training, alternative reward strategies, and market insights.
• Support compensation-related integration efforts during mergers and acquisitions, ensuring the seamless alignment and transition of rewards programs for acquired employees.
• Leverage compensation systems and tools to enhance program efficiency, data integrity, and scalability across the organization.
• Provide guidance and work direction to compensation team members, when applicable, while contributing to a collaborative, service-oriented HR culture.
• Research and resolve benefits issues by coordinating with employees, Payroll, benefit providers, brokers, and other third-party…