Compensation Analyst – AI & Systems Development

Positions located in Scottsdale, San Francisco, Chicago, or New York follow a hybrid work model to allow for a more collaborative working environment.

Candidates responding to this posting must independently possess the eligibility to work in the United States for any employer at the date of hire. This position is ineligible for employment Visa sponsorship.

The Compensation Analyst - AI & Systems Development supports the administration, analysis, and continuous improvement of compensation programs while helping modernize compensation processes through HR systems, automation, analytics, and AI-enabled tools. This role looks beyond the spreadsheet to understand the story behind the data and translate complex information into actionable insights that help attract, motivate, and retain talent. The role partners with HR, Total Rewards, Finance, HR Operations, Technology, and business leaders to support market pricing, job architecture, compensation planning, data integrity, workflow optimization, and decision‑making tools.

The position contributes to compliant, equitable, and scalable compensation programs aligned with business objectives, internal equity, regulatory requirements, and the company’s reward philosophy.

• Compensation Analysis and Business Partnership:
  Analyze internal and external compensation data, market trends, job requirements, and business needs to provide sound recommendations on compensation decisions, including offers, promotions, adjustments, job evaluations, and salary range placement.
• Compensation Program Administration:
  Support core compensation programs and processes, including base pay, salary structure maintenance, market pricing, incentive processing, pay equity analyses, and annual compensation planning activities.
• Compensation Cycle and Project Support:
  Support planning and execution of merit, bonus, incentive, and other compensation cycles, including preparation, testing, eligibility review, data audits, manager tools, communications, post‑cycle reporting, and related process improvements.
• AI, Automation, and Systems Enablement:
  Design, build, administer, or enhance compensation‑related applications, workflows, automation tools, dashboards, and AI‑supported solutions that improve modeling, data validation, reporting, employee experience, and operational efficiency.
• HR Systems, Data Integrity, and Reporting:
  Maintain and audit compensation‑related data in HR systems, including job profiles, grades, ranges, compensation changes, and related employee records. Partner with HR Operations, HRIS, and Technology teams to troubleshoot issues, support testing, manage integrations, and ensure data is accurate, timely, and aligned across systems and reporting outputs.
• Process Improvement and Documentation:
  Identify opportunities to streamline compensation operations through low‑code or no‑code tools, scripting, APIs, business intelligence tools, or enhanced workflows. Maintain documentation, controls, and governance practices for compensation processes, systems, and applications.
• Governance, Compliance, and
  
  Risk Management:
  
  Support compensation governance practices, approval processes, records retention expectations, pay transparency requirements, wage and hour considerations, and company policies. Protect the integrity and confidentiality of compensation systems, employee data, and related information.
• Cross‑Functional Partnership and Communication:
  Partner cross‑functionally on HR initiatives, educational materials, employee or manager communications, presentations, and decision‑making tools related to compensation programs and processes.

• Education or experience typically obtained through completion of a bachelor’s degree in Human Resources, Finance, Business Analytics, Information Systems, Computer Science, or a related field.
• 2+ years of experience in compensation, HR analytics, HR technology, systems development, business applications, or related HR functions.
• Experience supporting compensation programs such as market pricing, salary structures, job evaluations, incentive compensation, pay equity analysis, or annual…